5-7 years of progressive HR experience, including 3 years in a generalist or HRBP role across multiple locations.
Experience supporting hourly, non-exempt, and field workforces in a fast-paced environment.
3 years of knowledge in California employment law, including wage and hour rules and leave laws.
Proven ability to coach managers through performance management and terminations.
Willingness to work in Southern California at least 4 days a week, with occasional travel.
Experience with high-volume recruiting and seasonal hiring surges is preferred.
Bilingual in English and Spanish is strongly preferred.
Responsibilities
Serve as a trusted advisor to regional leaders on talent and organizational design.
Proactively recommend HR strategies aligned with business priorities.
Act as a culture ambassador to maintain cohesive values across teams.
Provide coaching and feedback to enhance leadership effectiveness.
Drive talent reviews and succession planning efforts in the region.
Lead the recruiting process and address talent gaps through various strategies.
Implement HR initiatives and ensure alignment with organizational practices.
Benefits
Paid time off and company holidays.
Comprehensive medical, dental, and vision insurance.
Company-paid basic life and AD&D insurance.
Short-term and long-term disability coverage.
Telehealth and wellness programs available.
401(k) plan with employer matching.
Employee assistance program for personal support.
Full Job Description
Position Summary
The HR Business Partner (HRBP) is a key strategic advisor and change agent responsible for aligning people strategies with business goals within a specific location or region. This role partners closely with senior leaders to shape culture, develop talent, elevate leadership capability, and implement core HR programs.
Key Responsibilities
Strategic HR Partnership
Serve as a trusted advisor to regional and local leaders, providing insights on talent, culture, and organizational design.
Understand business priorities and proactively recommend and implement HR strategies to support growth and operational success.
Act as a culture ambassador, helping leaders model company values and maintain a cohesive culture across distributed teams.
Leadership Coaching & Development
Provide one-on-one coaching and feedback to senior and emerging leaders to improve effectiveness and leadership capability.
Facilitate team effectiveness sessions, leadership retreats, or strategic off-sites as needed.
Talent Strategy & Organizational Development
Drive talent reviews and succession planning efforts within the region.
Identify and address talent gaps through internal development, hiring, or performance improvement.
Promote internal mobility and career growth across teams.
Lead the recruiting process for the region.
Program Implementation
Lead regional rollout and adoption of HR initiatives such as performance management, compensation reviews, and employee engagement.
Execute annual processes like open enrollment or merit cycles for the region by advising leaders and ensuring alignment with organizational practices.
Change Management & Employee Engagement
Drive change initiatives within the region with clear communication, thoughtful planning, and stakeholder alignment.
Monitor engagement trends and partner with leaders to implement action plans that enhance employee experience and retention.
Manage sensitive employee relations or escalated matters in partnership with HR leadership and legal as appropriate.
HR Leadership
Lead a small team of HR Generalists and/or Coordinators responsible for hiring, onboarding, offboarding, and employee relations
What Makes Us Special
Compensation and Benefits
Competitive pay + monthly bonus opportunity
Paid time off and company holidays
Comprehensive benefits package including:
Medical, Dental, and Vision Insurance
Company-Paid Basic Life and AD&D Insurance
Short-Term and Long-Term Disability
Telehealth and Wellness programs
Flexible Spending Accounts (FSAs)
Employee Assistance Program
401(k) with employer matching
Our Culture & Work
A team that has your back: We work across sales, warehouse, logistics, and operations to make every event successful. When challenges come up, our teams step in and support each other.
Work that creates real moments: Every event represents something meaningful-a wedding, a celebration, a milestone, or a major gathering. Our work helps create experiences people remember for years.
Pride in craft and reliability: We deliver consistently and professionally. Our team cares about the details, the quality of our products, and the experience we provide.
Opportunities to grow: As we continue to expand, we invest in development, training, and career growth across roles, departments, and locations.
Innovation and creativity: We encourage fresh ideas and empower our teams to find new ways to deliver exceptional events.
Fun with impact: We work hard, support each other, and take pride in being part of something meaningful.
Requirements
What You Bring
5-7 years of progressive HR experience, including at least 3 years in a generalist or HRBP role supporting multiple locations.
Direct experience supporting hourly, non-exempt, and field or warehouse workforces, such as drivers, crews, and warehouse staff, in a fast-paced operational setting.
At least 3 years of experience with California employment law. That means wage and hour rules, meal and rest breaks, PAGA exposure, and leave laws.
Experience coaching managers through performance management, corrective action, and terminations.
Ability to work in one of our Southern California locations at least 4 days a week, with one day of travel every 1-2 weeks to another location
Exposure to seasonal hiring surges and high-volume recruiting is strongly preferred.
SHRM-CP/SCP or PHR/SPHR preferred. CA-specific knowledge such as PHRca is a plus.
Bilingual English/Spanish is strongly preferred.
Core competencies
Business acumen: understands how operations, sales, and margins work, and connects HR actions to business results rather than treating them as compliance exercises.
Employee relations judgment: handles investigations, conflict, and sensitive situations in a fair, consistent, and legally defensible way.
Manager coaching: builds frontline leaders' confidence to handle performance, feedback, and difficult conversations themselves.
Field presence: visible and credible on the warehouse floor, not just in the office, and willing to travel regularly across sites.
Culture stewardship: reinforces company values and engagement across locations with different histories and legacy cultures.
Data orientation: uses turnover, engagement, and headcount data to spot problems and make recommendations.
Influence without authority: pushes back on leaders when needed and builds trust with Regional Presidents and site managers.
Organization and follow-through: manages a high volume of issues across sites without dropping anything.
