Sr. HR Business Partner

Heritage - Crystal Clean LLC•Signal Hill, CA

3d•$120,000 - $145,000•Hybrid

About The Position

The SR HR Business Partner (SR HRBP) serves as a strategic and tactical advisor to divisional leadership within a fast-growing Industrial Services business operating in heavy industrial environments. This role partners closely with senior leaders to design and scale the organization, attract and retain critical talent, align compensation programs with growth objectives, and proactively address employee relations (ER) and workforce challenges in a safety-sensitive, decentralized service model. This role will support a headcount of 500 employees, heavily focus in California with branches also located in WA, OR, CO, IL, and OH. Given the extreme growth experienced in a short timeframe, this role requires a leader who thrives in ambiguity, balances long-term strategy with near-term execution, and is comfortable being highly visible in the field.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required
7–10+ years of progressive HR experience, including HRBP experience supporting operations, industrial services, manufacturing, construction, or field-based service organizations.
Proven experience operating in high-growth, fast-changing environments requiring both strategic influence and tactical execution.
Strong working knowledge of employee relations, labor and employment law (CA required), compensation fundamentals, and organizational design.
Demonstrated ability to influence senior leaders and coach managers at all levels.
Comfortable working in heavy industrial, safety-sensitive environments and traveling extensively (40%+).
Driver license and ability to fly by plane
Comfortable analyzing data and using AI and excel
Business acumen and operational mindset
Strategic thinking with hands-on execution
Credibility with frontline and senior leaders
Change leadership and resilience
Strong communication and relationship-building skills

Nice To Haves

Master’s degree or SHRM/SPHR preferred

Responsibilities

Partner with divisional leadership to assess, design, and evolve organizational structures, span of control, and talent models to support rapid growth, operational efficiency, and scalability.
Translate business strategy into actionable people plans, workforce forecasts, and succession strategies.
Serve as a trusted advisor to division leaders on change management, leadership effectiveness, and culture integration following growth, acquisitions, or restructuring.
Collaborate with Talent Acquisition to develop and execute targeted hiring strategies for industrial, technical, and leadership roles in competitive labor markets.
Advise leaders on workforce planning, talent gaps, and proactive pipeline development to support sustained growth.
Participate in the interview and selection process for key leadership and hard-to-fill roles.
Partner with Compensation to support annual compensation planning, job architecture, and pay decisions that are competitive, equitable, and aligned to division performance.
Advise leaders on incentive programs, retention strategies, and corrective actions related to performance and pay.
Support performance management processes, leadership development planning, and succession readiness.
Provide hands-on guidance and support to leaders and managers on complex employee relations matters, including investigations, corrective action, and terminations.
Ensure consistent, legally defensible, and values-based application of policies across a multi-site industrial environment.
Partner with Legal, Safety, and Operations to mitigate employee-related risk while supporting business execution.
Stay current on federal, state, and local labor laws impacting the division, particularly in safety-sensitive and industrial settings.
Maintain a strong on-site presence across facilities to build credibility with leaders and employees.
Coach and develop frontline and mid-level leaders on people management, documentation, performance conversations, and employee engagement.
Act as a connector between corporate COEs (HR Operations, Safety, TA, Comp & Benefits) and the field to ensure practical, timely solutions.
Serve as the divisional HR lead for workers’ compensation and leave of absence (LOA) management, partnering closely with Benefits, Safety, Risk, and Legal.
Support leaders in managing industrial injury claims, ensuring timely reporting, appropriate documentation, and consistent follow‑through aligned with safety and compliance standards.
Guide managers on job accommodations, modified duty, and return‑to‑work programs to minimize lost time and support employee recovery while balancing operational needs.
Provide oversight and strategic input on FMLA, ADA, state‑specific leave laws, and company LOA policies, ensuring consistent, legally defensible application across locations.
Coach leaders on communicating effectively and empathetically with employees navigating injuries or extended leaves in a safety‑sensitive, service‑driven environment.
Ensure LOA and workers’ comp practices scale appropriately in a high‑growth environment with frequent hiring, mobility, and field‑based roles.