Senior Manager, HR Business Partnerships

SECURITY INDUSTRY SPECIALISTS INC•Culver City, CA

6d•$150,000 - $150,000•Onsite

About The Position

The Senior Manager, HR Business Partnerships is a business leader first and an HR professional second. This role is the trusted adviser to the leaders it serves across SIS, both the client-facing business units and the corporate functions, embedded in their decisions on workforce quality, retention, cost, and risk. The role leads the HR Business Partner team, the workplace investigations function, and the employee service center, and is accountable for making the partnership side of HR an asset business leaders ask for rather than a function they tolerate.

Requirements

8 or more years of progressive HR experience, with substantial time as an HR business partner or equivalent adviser to operations leadership.
3 to 4 or more years directly managing and building teams, with a record of developing the people on them.
Experience serving multi-state, predominantly hourly workforces.
Working fluency in United States employment law across multiple states, including at least one of California, Washington, or New York.
A record of using people data to influence business decisions.
Office-based role in New York, Austin, or Los Angeles.
Requires travel of 30% or more to SIS offices, client sites, and business unit locations.

Nice To Haves

Experience in security services, staffing, facilities, logistics, or another distributed workforce industry.
Experience leading or overhauling workplace investigations or an employee service function.
Spanish or Portuguese language ability.

Responsibilities

Serves as trusted adviser to the leaders of assigned client groups, spanning client-facing business units and corporate functions, on workforce quality and stability, retention, performance, and the people implications of business decisions.
Directs the HR Business Partners, the investigations function, and the employee service center; sets standards, develops successors, and balances partner load across client groups.
Partners with business leaders to plan headcount against contract demand, design team structures, and prepare the workforce for account growth, transitions, and losses.
Coaches managers to lead well, handle performance directly and humanely, and own the narrative behind their people data rather than outsourcing it to HR.
Owns escalation and quality standards for investigations, separations, and high-exposure matters across high-regulation states, engaging counsel and the Sr. Director of Human Resources early.
Brings retention, employee relations, and service data to business reviews as evidence, and teaches the leaders they serve to use it.
Directly supervises the HR Business Partner team, the lead workplace investigator, and the employee service center team, including hiring, performance management, compensation recommendations, and separations within company policy.