Senior HR Business Partner

Rincon Consultants, Inc•Ventura, CA

32d•$110,000 - $130,000•Hybrid

About The Position

Rincon Consultants is seeking a Senior Human Resources Business Partner to join their People & Culture team. This role will serve as a strategic advisor to business leaders, translating the company's enterprise People strategy into practical, measurable actions. The Senior HR Business Partner will focus on areas such as workforce planning, organizational effectiveness, employee relations, performance, talent, engagement, retention, and organizational change. The position requires a proactive individual who understands the business, can identify emerging workforce and organizational risks, utilize data for diagnosis, challenge thinking, and help leaders build stronger teams. Additionally, this role will contribute to strengthening the HR Business Partner practice by promoting consistent standards, sound judgment, effective tools, and strong partnerships across the organization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Communication, or a related field; equivalent experience may be considered.
7+ years of progressive HR experience, including broad HR business partner support, complex employee relations, manager and leader advisory work, and experience influencing business decisions through sound judgment and people expertise.
Strong knowledge of federal, state, and local employment laws; California employment law experience preferred.
Experience supporting performance management, investigations, policy interpretation, retention, organizational change, workforce planning, leader coaching, and organizational effectiveness initiatives.
Strong interpersonal, written, and verbal communication skills.
Ability to build trusted, credible relationships with senior leaders, managers, People & Culture colleagues, and team members across a multi-location organization.
Excellent judgment, discretion, organization, and follow-through.
Proficiency with Microsoft Office applications and experience using HRIS or related people systems.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP certification
Experience in professional services, consulting, environmental consulting, engineering, construction, field-based, or multi-location environments preferred.

Responsibilities

Serve as a trusted advisor to leaders, developing a strong understanding of their business priorities, workforce, organizational structure, talent needs, and operating challenges.
Translate business priorities into practical People strategies and actions.
Anticipate workforce and organizational risks and recommend solutions before issues become barriers to business performance.
Provide thoughtful, independent guidance to leaders while balancing business needs, team member experience, organizational values, and appropriate risk management.
Partner with leaders on workforce planning, organizational design, team structure, role clarity, capability needs, and organizational effectiveness.
Assess team effectiveness and organizational health and recommend interventions that improve performance and strengthen leadership capability.
Connect workforce decisions with longer term recruiting, development, retention, succession, and business needs.
Coach leaders and managers on leadership effectiveness, communication, accountability, performance feedback, team dynamics, and difficult decisions.
Help leaders strengthen their capability to manage performance consistently and effectively.
Provide constructive challenge and objective counsel when leadership actions or practices may create organizational, cultural, or team member risks.
Support performance management and development practices that reinforce accountability, growth, and Rincon's expectations for leaders and team members.
Independently manage complex employee relations matters involving performance, workplace conduct, conflict, corrective action, separations, and other sensitive situations.
Conduct and support workplace reviews and investigations, including fact finding, documentation, recommendations, and follow through.
Interpret and apply employment practices and People policies consistently, fairly, and with sound judgment.
Partner with the Director of People & Talent and other appropriate stakeholders on matters involving significant organizational, legal, reputational, or team member risk.
Establish employee relations, performance management, policy interpretation, investigations, manager coaching, and confidentiality as core responsibilities.
Partner with leaders to identify critical talent, capability gaps, retention risks, succession needs, and development priorities.
Connect performance, development, career progression, internal mobility, recruiting, and succession conversations into an integrated approach to talent.
Partner closely with Talent Acquisition, Learning & Development, Total Rewards, and other People & Culture colleagues to address business and workforce needs.
Support leaders in strengthening internal talent pipelines and building organizational capability for future growth.
Help translate Rincon's culture and engagement strategy into meaningful actions within assigned business areas.
Use engagement surveys, listening data, team member feedback, and workforce indicators to identify organizational opportunities and risks.
Partner with leaders to develop and execute practical actions that improve engagement, retention, team effectiveness, and the team member experience.
Coach leaders and managers through organizational change and help ensure clear, consistent, and effective implementation of People initiatives.
Connect engagement insights with leadership action, organizational effectiveness, career progression, and change enablement.
Use workforce data to identify trends, diagnose organizational issues, and inform recommendations.
Analyze indicators such as turnover, retention, engagement, performance, internal mobility, hiring, tenure, and other workforce measures.
Move beyond reporting what happened to helping leaders understand why it happened, what it means, and what action should follow.
Measure the effectiveness of People interventions and adjust approaches based on results.
Partner closely with the Director of People & Talent to strengthen Rincon's HR Business Partner operating model and standards.
Help establish consistent approaches to business partnership, case management, leader support, workforce planning, and organizational effectiveness.
Serve as a senior resource and thought partner to other HR Business Partners through consultation, case calibration, knowledge sharing, and collaborative problem solving.
Identify opportunities to improve People processes, tools, practices, and service delivery across the organization.
Retain enterprise accountability for defining and governing the HRBP operating model and ensuring consistent, high impact partnership across business lines.