HR Manager/ HR Business Partner — Corporate ER & Compliance

Key Responsibilities  

1. Complex Employee Relations  

• Lead end-to-end ER investigations covering harassment, discrimination, retaliation, policy violations, and workplace conduct issues; produce defensible written findings. 

• Serve as the single point of contact for sensitive separations, mutual separations, and reductions-in-force; partner with Legal on documentation and risk mitigation. 

• Advise managers on conflict resolution, performance concerns, accommodation requests (ADA/FEHA), leave interactions, and grievance handling. 

• Build and maintain ER case tracking and reporting; identify systemic trends and recommend policy or training interventions. 

• Manage EAP escalations and act as a confidential channel for employee concerns escalated to corporate. 

1. Performance Management  

• Own the corporate performance management framework — calibration, PIP design, mid-cycle interventions, and termination decisions. 

• Coach people managers on delivering difficult feedback, documenting performance concerns, and structuring corrective action plans. 

• Translate performance data into actionable insights for leadership; flag flight risk, low-performer concentration, and managerial gaps. 

• Partner with Talent Development on capability uplift programs that address recurring performance themes. 

1. Compliance & Policy  

• Lead compliance with federal employment regulations (EEO, FMLA, FLSA, ADA, NLRA, Title VII) and California-specific statutes (FEHA, CFRA, PAGA, Wage & Hour, AB 1825 training, AB 5). 

• Maintain and refresh the Employee Handbook, ER playbooks, and corporate HR SOPs; ensure timely updates following regulatory changes. 

• Conduct or coordinate internal compliance audits (I-9, classification, leave administration, recordkeeping). 

• Manage state and federal agency interactions (DFEH/CRD, EEOC, DOL) with Legal oversight; prepare position statements and respond to charges. 

1. Leadership Communication & Presentation  

• Present ER trends, compliance posture, and policy proposals to executive leadership; translate legal nuance into business-actionable narratives. 

• Build executive-ready dashboards on ER caseload, performance distribution, and compliance KPIs. 

• Facilitate manager training on people-management fundamentals — investigations, documentation, accommodation, termination. 

1. HRBP / Partner Activities  

• Serve as primary HR partner to assigned corporate functions; coach leaders on org design, engagement, and talent moves. 

• Collaborate with Talent Acquisition, Total Rewards, and Talent Development on cross-functional initiatives.