Senior Manager, Human Resources Business Partner

The Wine Group•Glen Ellen, CA

7d•Hybrid

About The Position

The Senior Manager, Human Resources Business Partner serves as a strategic partner to leaders across TWG’s Sonoma County locations, Marketing, IT, and Legal. Reporting to the HRBP Senior Director – Corporate & Commercial, this individual contributor translates business priorities into integrated people strategies that build talent, strengthen leadership and organizational capabilities, and improve business performance. The role anticipates workforce needs, shapes organizational solutions, and leads talent, succession, development, and change priorities for assigned client groups. The Senior Manager provides strategic counsel and practical leadership across organizational effectiveness, workforce planning, talent development, performance management, employee engagement, and employee relations. In partnership with HR Centers of Excellence and the broader HR team, the role brings business needs into the design and implementation of people solutions. The position is eligible for a hybrid work arrangement with a minimum of three days onsite. It requires regular and weekly travel between the Pleasanton office and the Glen Ellen locations, with other regional travel and occasional overnight travel as business needs require. The preferred candidate will live within reasonable commuting distance of the North Bay region. Work takes place primarily in office, tasting room, and winery environments, with occasional outdoor exposure.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least ten years of progressive Human Resources experience.
At least five years supporting a client group in an HR Business Partner capacity.
Ability to serve as a trusted strategic partner to business leaders, influence decisions without direct reporting authority, and provide effective HR counsel and coaching to employees, people managers, and senior leaders.
Experience applying core HR practices, including employee relations, performance management, workforce planning, talent development, compensation, employee engagement, and organizational change.
Ability to lead talent reviews, succession planning, and capability-building initiatives.
Strong working knowledge of California employment practices and ability to apply company policies and employment requirements consistently.
Strong business acumen and judgment, including ability to anticipate business and people needs, navigate ambiguity, and turn insights into integrated people plans and actionable recommendations.
Strong written, verbal, presentation, and interpersonal communication skills, with ability to adapt communication to different audiences.
Ability to use people data and business metrics to identify trends, support decisions, and evaluate HR programs and actions.
Proficiency with Microsoft Office, SharePoint, and Teams.
Clean driving record and ability to meet minimum state insurance requirements.

Nice To Haves

Experience supporting hourly, customer-facing, retail, hospitality, or similar workforces.
Experience with Dayforce or a comparable HRIS.
Living within reasonable commuting distance of the North Bay region.

Responsibilities

Develop an understanding of client group strategies, financial impacts, and operating priorities, and translate them into integrated people plans.
Partner with leaders on workforce planning, anticipating headcount, critical skills, and capability needs and aligning organizational structure, talent, and capabilities with business goals.
Use people data, workforce analytics, and business metrics to diagnose trends, anticipate talent risks, guide workforce decisions, and evaluate people initiatives.
Lead core HR processes and programs for assigned client groups in partnership with HR Centers of Excellence and the broader HR team.
Assess organizational structures, spans and layers, roles, and reporting relationships to support business strategy.
Clarify roles, accountabilities, decision rights, and ways of working to improve cross-functional collaboration and team effectiveness.
Translate employee feedback, engagement data, and workforce insights into accountable actions that strengthen inclusion, engagement, retention, and employee experience.
Lead employee relations matters, including complex workplace concerns, investigations, performance issues, and corrective action; identify themes and strengthen management practices.
Advise leaders on company policies, employment practices, and applicable federal, state, and local requirements, escalating complex matters as appropriate.
Lead talent reviews and succession planning, identifying critical roles, high-potential talent, and capability gaps, and establishing development and mitigation plans.
Partner with team members and leaders on individual development plans, stretch assignments, and targeted learning.
Guide performance management and calibration, and partner with Total Rewards on compensation changes, annual merit reviews, and promotions.
Partner with Talent Acquisition and hiring leaders on position requirements, selection, and onboarding.
Coach and advise managers on team effectiveness, performance, communication, and day-to-day people matters.
Build manager capability to lead teams, hold accountability conversations, and address people challenges consistently and independently.
Reinforce TWG’s leadership expectations and framework through coaching, feedback, and leader development opportunities.
Facilitate leadership team effectiveness, helping leaders align priorities, strengthen trust, and model behaviors that drive engagement and results.
Lead people-related aspects of organizational change, restructuring, and transformation, from impact assessment through implementation and evaluation.
Assess change readiness and stakeholder impact, and develop change, communication, and engagement plans.
Equip leaders with talking points, tools, and coaching to lead teams through change.
Lead assigned HR projects, communications, and initiatives from planning through implementation and evaluation, aligning stakeholders and ensuring accountability and timely delivery.
Participate in HR team initiatives and complete other related duties as assigned by the business or Human Resources leadership.