Strategic HR Business Partner

California Casualty Management Company

About The Position

Do More… Surrounded by the giants of the property and casualty insurance industry, California Casualty has stood in stark contrast to its competitors for more than eleven decades. With a mission to protect the individuals that serve our communities, and a tight-knit culture stemming from its family ownership, working for California Casualty provides caring and skilled individuals with the opportunity to put down roots and leave work knowing they’ve done more for those who do so much. Owned and operated by the Brown family since 1914, California Casualty writes personal lines home and auto insurance for firefighters, educators, law enforcement, and nurses. In addition to its customer first focus, California Casualty also provides its group-member with unique policy features and affinity-based pricing. In line with the mission and values mentioned above, California Casualty is currently looking to add to its existing team with a new Strategic HR Business Partner and we hope that might be you! From serving as a strategic consultant and trusted advisor to organizational leaders and employees, to aligning people strategy with business priorities to drive organizational performance, your work will help us continue to deliver the exceptional financial protection our group members deserve!

Requirements

High School Diploma or equivalent required.
8 years of HR Generalist, HRBP, or Employee Relations experience required.
5 years of experience leading teams, providing leadership support, advising managers, leading HR initiatives, or guiding others through complex HR matters required.

Nice To Haves

BA/BS in Human Resources, Business Administration, or related field; or equivalent work experience preferred.
HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.
Preferred hiring/work states include Arizona, Colorado, Florida, Idaho, Kansas, Missouri, or Texas.

Responsibilities

Advises leaders on succession planning, career development pathways, identifying high-potential employees and creating development plans aligned with business needs.
Leads and resolves employee relations issues, including escalated performance concerns, FMLA/leave matters, ADA accommodations, harassment allegations, conflict resolution, and termination processes; Provides expert guidance to leaders on policy interpretation, corrective action, and best‑practice approaches to employee issues; Ensures consistent, fair, and legally compliant application of HR policies across client groups; Conducts exit interviews and provides insights to help drive retention and culture improvements.
Builds strong, trusted relationships with assigned business leaders to understand their goals, challenges, and workforce needs; Contributes to the evolution (continuous improvement) of HR policies and frameworks to support business needs and employee experience; Uses business insights and HR metrics to offer proactive solutions that support organizational health and business outcomes; Serves as a strategic thought partner on workforce planning, team effectiveness, and talent priorities.
Supports the application and interpretation of HR policies, programs, and procedures across the organization; Partners with Benefits, Compensation, Talent Acquisition, and other HR functions to ensure consistent service delivery to client groups that aligns with long term workforce needs by systemically solving problems; Guides leaders through the Performance Management and Development process, ensuring quality goal setting, feedback discussions, and development planning to retain and build high-performing teams.
Other duties as required - job may require fulfilling other incidental or related duties as assigned, assisting and training others, and performing duties of higher rated positions from time to time for developmental purposes.