Sr. Human Resources Business Partner (Sr Manager)

AEG Worldwide•Los Angeles, CA

18h

About The Position

The Sr Human Resources Business Partner is a hands-on professional responsible for overseeing multiple facets of the HR life cycle while serving as a trusted advisor to business entity leaders and team members. This role requires an experienced HR professional who possesses strong technical HR consulting skills and is adept at collaborating with leadership to drive employee engagement, retention, and organizational effectiveness.

Requirements

BA/BS Degree (4-year) (Advanced Degree Preferred) in Business Administration, Communications, or Psychology.
5 - 7 years experience in the HR Business Partner role.
Experience working within a fast-paced, complex, and dynamic business environment.
Direct supervision of others.
Experience with multiple human resource disciplines, including compensation practices, employee relations, performance management, and federal and state respective employment laws.
Experience working with Human Resources Information Systems (i.e., UKG, Workday, ADP, PeopleSoft, etc).
Demonstrated ability to independently manage human resources initiatives end to end, including planning, execution, proactive communication, follow through, and accountability for outcomes.
Strong judgment and critical thinking skills, with the ability to assess urgency, uncover root cause, identify risk, anticipate downstream impact, and escalate issues appropriately.
Proven ability to proactively communicate project status, risks, and changes to leadership and stakeholders.
High level of attention to detail, with a demonstrated ability to execute HR processes, system updates, documentation, and employee communications accurately and completely.
Ability to manage multiple priorities in a fast paced environment, consistently meeting deadlines while maintaining quality and compliance.
Ability to analyze data and feedback (e.g., onboarding surveys, exit interviews, engagement metrics) and apply insights to HR recommendations, program improvements, and decision making.
Demonstrated competence in handling complex and sensitive employee relations matters, providing consultative guidance to leaders and ensuring appropriate documentation and risk mitigation.
Strong verbal and written communication skills, with the ability to clearly explain policies, programs, and recommendations.
Solid knowledge of federal and state employment and leave laws (including FMLA, CFRA, PDL, ADA) and the ability to apply them appropriately in practice.
Strong HR systems proficiency (e.g., UKG, Workday, ADP, applicant tracking systems, and talent management platforms) with the ability to leverage systems to improve efficiency and accuracy.
Ability to work independently under minimal supervision while collaborating effectively as part of a broader HR and leadership team.

Nice To Haves

Experience with Talent Managment Systems (Cornerstone On-Demand, SuccessFactors, etc.) is preferred.
Entertainment Industry experience is a plus.
PHR or SHRM-CP preferred.
SPHR or SHRM-SCP strongly preferred.

Responsibilities

Provide day to day consultative HR guidance to leaders and employees across the employee lifecycle, including employee relations, performance management, investigations, terminations, policy interpretation, and compliance. Apply sound judgment and critical thinking to assess risk, uncover root cause, anticipate impact, ensure accurate documentation, and drive appropriate outcomes with full ownership and follow through.
Serve as a trusted HR advisor to senior leaders by applying sound judgment and business acumen to assess organizational needs, anticipate risks, and translate business objectives into aligned HR strategies. Build strong, consultative relationships and partner cross functionally to influence decision making, drive effective people solutions, and support organizational performance.
Lead performance, onboarding, and talent development processes for the assigned client group, including programs such as 30/60/90 day check ins, onboarding experience metrics, stay interviews, and development initiatives, owning planning, execution, communication, and follow up end to end.
Conduct and document exit interviews and oversee offboarding processes, ensuring timely completion, accurate documentation, trend identification, and compliance with company standards.
Partner with Compensation to address salary, job leveling, and pay related matters, ensuring accuracy, internal equity considerations, proactive issue identification, and appropriate stakeholder communication.
Analyze data and feedback from onboarding surveys, exit interviews, engagement tools, and other sources; identify trends and risks; and present insights and recommendations to HR leadership to inform continuous improvement.
Provide guidance and training to local HR partners on Corporate HR initiatives and processes, ensuring clarity, consistency, and effective execution across teams.
Independently manage senior and executive level employee relations investigations, including planning, fact finding, documentation, and resolution, proactively escalating concerns to leadership when warranted.