Senior Manager, Human Resources Business Partner

The Wine Group•Pleasanton, CA

8d•$145,000 - $180,000•Hybrid

About The Position

The Wine Group’s Human Resources team works to ensure the organization has the talent and organizational capability to succeed. Reporting to the HRBP Senior Director – Corporate & Commercial, the Senior Manager, Human Resources Business Partner serves as a strategic partner to leaders across TWG’s Sonoma County locations, Marketing, IT, and Legal. 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. It provides strategic counsel and practical leadership across organizational effectiveness, workforce planning, talent development, performance management, employee engagement, and employee relations, working with HR Centers of Excellence and the broader HR team to design and implement people solutions. The position is eligible for a hybrid work arrangement with a minimum of three days onsite. It requires regular travel between the Pleasanton office and locations in Glen Ellen, as well as regular day travel to other TWG locations; occasional overnight travel may be required. The preferred candidate will live within reasonable commuting distance of the North Bay region. Work takes place in office, tasting room, winery, and occasional outdoor environments. The posted hiring salary range is $145,000–$180,000.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 10 years of progressive Human Resources experience, including 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 the ability to anticipate business and people needs, navigate ambiguity, and translate insights into actionable recommendations.
Strong written, verbal, presentation, and interpersonal communication skills, with the ability to adapt communication for 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.

Responsibilities

Develop an understanding of client group strategy, financial impacts, and operating priorities, and translate them into people plans that support business performance.
Partner with leaders on workforce planning, anticipating headcount, critical skills, and capability needs and aligning organizational structure, talent, and capabilities with long-term goals.
Use people data, workforce analytics, and business metrics to diagnose trends, anticipate talent risks, guide workforce decisions, and evaluate people plans and initiatives.
Lead the execution of 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, reporting relationships, accountabilities, decision rights, and ways of working to improve execution and collaboration.
Turn employee feedback, engagement data, and workforce insights into people and culture actions that strengthen inclusion, engagement, retention, and the employee experience.
Lead employee relations matters, including complex workplace concerns, investigations, performance issues, and corrective action; identify themes and help leaders strengthen management practices.
Advise leaders on company policies, employment practices, and applicable federal, state, and local requirements, and escalate 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 employees and leaders on individual development plans, stretch assignments, and targeted learning to strengthen talent pipelines and bench readiness.
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, and build manager capability to address people challenges.
Reinforce TWG’s leadership expectations and framework through coaching, feedback, and leader development opportunities.
Facilitate leadership team effectiveness, helping leaders align on 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 guide 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.