Senior HR Business Partner

Gooch & Housego•Fremont, CA

1d•Onsite

About The Position

The Senior HR Business Partner serves as the dedicated HR partner to G&H’s Fremont, California operation during a period of growth, organizational change, and capability expansion. This highly visible, hands-on role combines strategic business partnership with day-to-day HR execution. The role develops an understanding of the operation, translates business and production requirements into workforce priorities, advises and challenges leaders, manages complex employee matters, and helps ensure the site has the people, structure, leadership, and capabilities needed to meet business objectives. Based onsite in Fremont, the position works closely with site leadership and employees as part of the broader U.S. HR organization. The role requires daily commuting to the Fremont site. Relocation assistance is not available.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline, or an equivalent combination of education and relevant experience.
At least 7 years of progressive HR experience, including experience as an HR Business Partner or senior-level HR generalist.
Demonstrated experience supporting a manufacturing, engineering, aerospace and defense, technology, or similarly complex operational environment.
Experience supporting a manufacturing or operational organization through meaningful growth, transformation, expansion, organizational change, or the introduction or transfer of new work.
Strong working knowledge of California and federal employment laws and HR compliance requirements.
Demonstrated experience managing complex employee relations matters, workplace investigations, performance management, corrective action, and sensitive employee situations.
Experience with workforce planning, organizational design, staffing strategies, talent management, succession planning, and organizational capability development.
Ability to partner with, coach, influence, and appropriately challenge leaders at multiple organizational levels, including frontline supervisors and senior leadership.
Strong business acumen, analytical capability, communication skills, and judgment, with the ability to translate operational and business requirements into practical people solutions.
Ability to work independently in a fast-paced environment while collaborating effectively within a broader HR organization.
Experience supporting both hourly and salaried populations.
Ability to commute to the Fremont, California site daily.

Nice To Haves

PHR, SPHR, SHRM-CP, SHRM-SCP, or similar HR certification.

Responsibilities

Serve as a trusted HR partner to Fremont leadership, learning business priorities, operational challenges, customer requirements, and workforce needs to provide practical people solutions.
Coach, advise, and appropriately challenge leaders on organizational structure, leadership capability, workforce decisions, performance, employee engagement, retention, and other people matters.
Use workforce data, business insights, and judgment to identify trends and risks and recommend actions that strengthen organizational effectiveness, accountability, productivity, and continuous improvement.
Partner with leaders to translate growth, production demand, capacity requirements, and operational priorities into workforce plans covering staffing, structure, capabilities, role clarity, leadership needs, and succession considerations.
Support the scaling of the Fremont operation, including the introduction or transfer of work, capabilities, technologies, teams, and organizational structures, incorporating people, leadership, communication, and change considerations.
Partner with Recruiting and business leaders on hiring and workforce strategies for hourly, technical, professional, and leadership populations, and identify opportunities to strengthen retention, internal capability, and organizational readiness.
Lead employee relations matters, including investigations, performance concerns, corrective action, attendance, conduct, conflict resolution, and other complex situations, ensuring decisions are consistent, documented, and compliant.
Coach leaders on performance management, feedback, accountability, talent development, and employee engagement, and support annual performance, talent, succession, and development processes.
Build trusted relationships across the organization and maintain a visible, approachable HR presence while balancing employee advocacy, business requirements, company policy, and sound HR judgment.
Provide hands-on support across the employee lifecycle, including onboarding, employee changes, leaves and accommodations, compensation, performance management, employee relations, and separations.
Partner with the broader U.S. HR team and shared services to implement HR programs, policies, processes, and systems consistently, and contribute to HR projects and continuous improvement initiatives.
Maintain knowledge of California and federal employment requirements and support documentation, compliance, audits, HR reporting, and workforce analytics.