Senior HR Business Partner (Bi-Lingual Spanish Required)

Meow Wolf

1d•$95,000 - $110,000•Onsite

About The Position

The Senior HR Business Partner (HRBP) is an integral member of the site operations team responsible for providing strategic HR support. Thinking strategically and executing tactically, the HRBP collaborates across many teams and navigates situations with a customer-focused mindset. As a member of the Exhibitions Operations HR team, you will be a trusted advisor tasked with creating a positive and productive work environment for your client group. This position reports to the Senior Director, HR.

Requirements

Minimum of 7 years demonstrated experience in an HR Business Partner or similar HR role.
Minimum of 5 years experience managing complex employee relations and conducting investigations.
Familiarity with managing leaves of absence and ADA accommodation requests.
HR experience supporting a group of 100+ employees.
Strong familiarity with the local market, specific to labor and employment issues.
Experience working in a hospitality or themed entertainment environment.
Proficiency with HR systems, specifically Workday.
Proficiency with MS Office Suite, GoogleSuite, Recruiting tools such as LinkedIn, Indeed, etc.
Familiarity with scheduling softwares, platforms
Bi-lingual Spanish required.

Responsibilities

Provide guidance regarding performance management, coaching, career development, and employee relations.
Work closely with leaders and employees to improve work relationships, build morale, increase productivity, and improve retention.
Support the non-exempt recruitment activities within the assigned line of business, ensuring a high caliber of talent for current and future needs.
Liaise with the corporate recruitment team for exempt recruitment activities.
Leverage strong interpersonal skills to communicate clearly and effectively in all situations at varying levels of the organization; including but not limited to senior leadership.
Understand business goals and recommends new approaches and methods to effect continual improvements in business objectives, productivity and development of HR within the company.
Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations. Ensure timely follow-up and adherence to non-retaliation policy.
Provide HR policy guidance and interpretation, advise on location-specific guidance and procedures when applicable.
Support learning and development activities on-site including new hire orientation, HR training and programming and outreach-led activities.
Maintain a deep understanding of the employee experience and develop connections with employees through multiple avenues including job shadowing, walking chats and manager-on-duty responsibilities.
Liaise with HR centers of excellence to resolve employee inquiries and issues related to Payroll, Benefits, and Compensation.
Drive compliance on-site by maintaining awareness of current and developing state and local statutes related to employment, and employer responsibilities.
Monitor and enforce compliance with California meal and rest break laws for all non-exempt employees. This includes regularly auditing timekeeping records to identify missed, short, or late meal periods or rest breaks and ensure all premium payments are processed accurately when violations occur.
Train and hold managers accountable for consistent enforcement of meal and rest break policies within their teams. This includes tracking manager compliance and addressing any failure to provide proper break opportunities through established corrective action processes.