The Human Resources Business Partner - Southern California (HRBP) serves as the primary people partner for UG2's Southern California operations. Based in Los Angeles, the role directly supports the Los Angeles and Greater Los Angeles Centers of Excellence and provides regional coverage across Orange County, San Diego, and the Inland Empire, as well as individual accounts within the Southwest region when assigned. The HRBP partners with Building Services, Engineering, Center of Excellence, regional, and account leadership to align people practices with operational priorities, lead employee relations and performance matters, support workforce and talent planning, and promote consistent, compliant HR execution. This is a field-facing role requiring regular onsite presence, travel throughout the region, sound judgment, and the ability to move between strategic partnership and hands-on problem solving.
JOB RESPONSIBILITIES:
• Serve as the primary HR partner and trusted advisor to Southern California regional, Center of Excellence, Building Services, Engineering, site, and account leaders, translating business priorities into practical people strategies and actions.
• Maintain a visible, field-based HR presence across Los Angeles and Greater Los Angeles and establish a regular coverage rhythm for Orange County, San Diego, the Inland Empire, and assigned Southwest accounts.
• Support workforce planning, organizational design, staffing models, role clarity, succession planning, employee engagement, retention, and change-management initiatives across the region.
• Lead and support employee relations matters, including workplace investigations, ethics concerns, complaints, grievances, issue assessment, documentation, resolution planning, and coordination with Legal and HR leadership.
• Coach managers on feedback, performance expectations, attendance and conduct issues, corrective action, Performance Improvement Plans, progressive discipline, separations, and consistent policy application.
• Monitor and support compliance with federal, California, and local employment requirements, including wage-and-hour practices, timekeeping, meal and rest period administration, leave and accommodation processes, anti-harassment standards, required postings, and recordkeeping.
• Partner with Compliance, Payroll, Operations, and Legal to assess and correct pay-practice, classification, scheduling, timekeeping, and documentation concerns and to strengthen audit readiness.
• Support labor relations for union-represented operations, including collective bargaining agreement interpretation, grievance response, fact gathering, meetings, mediations, negotiations, and coordination with Labor and Legal resources.
• Partner with Talent Acquisition and Operations on workforce plans, requisition priorities, candidate selection, hard-to-fill roles, new-business staffing, and retention strategies.
• Coordinate with Employee Lifecycle Services and regional leaders to support effective onboarding, orientation, I-9 and background-check completion, leader integration, and timely cross-functional handoffs.
• Support performance-management, talent-review, succession, compensation, and off-cycle pay processes by providing manager guidance, reviewing documentation, and coordinating required approvals.
• Coordinate with Benefits, Leave Administration, Safety/EHS, and Legal on employee leaves, workplace accommodations, return-to-work matters, and other cases requiring integrated support.
• Maintain accurate HRIS, reporting-line, manager-ID, organizational-chart, Workforce Manager, and employee-data inputs; prepare dashboards, workforce analyses, executive summaries, and decision-ready reporting.
• Develop, coordinate, and deliver manager training and employee communications on employee relations, performance management, policy, compliance, onboarding, systems, and leadership fundamentals.
• Support startups, transitions, account takeovers, expansions, reductions, restructures, and acquisitions, including HR due diligence, workforce communications, employee integration, and stabilization planning.
• Conduct and synthesize exit, stay, and employee-feedback information; identify workforce trends and partner with leaders on practical engagement and retention actions.
• Partner with Human Resources Centers of Excellence and cross-functional stakeholders to deliver coordinated service and consistent execution across supported locations.
• Identify and lead continuous-improvement opportunities that strengthen documentation, data integrity, accountability, response time, employee experience, and process consistency; provide backup or project support to individual Southwest accounts as assigned.
KEY INTERACTIONS:
• Vice President of People; Human Resources leadership; Human Resources Business Partners; Centers of Excellence.
• Southern California regional, Center of Excellence, Building Services, Engineering, site, and account leadership; managers and employees.
• Western U.S. and Southwest Operations, transition, sales, and client-facing leadership when assigned.
• Legal, Compliance, Payroll, Talent Acquisition, Benefits, Leave Administration, Learning and Development, Employee Lifecycle Services, Safety/EHS, Finance, IT, and Facilities.
• Union representatives and stakeholders; clients; vendors; government agencies; community and workforce partners as assigned.
SUPERVISORY RESPONSIBILITIES:
Individual contributor. Provides functional leadership, expert HR guidance, and coaching to managers and may lead cross-functional project teams or coordinate temporary HR support during investigations, startups, transitions, and other regional initiatives.
REQUIREMENTS:
• Bachelor's degree in Human Resources, Business, or a related field and at least 5 years of progressive HR experience, including at least 3 years in an HR business partner or employee-relations role; or an equivalent combination of education and relevant experience.
• Demonstrated experience supporting multi-site, field-based operations in California; experience in facilities services or another high-volume, hourly workforce environment is preferred.
• Strong working knowledge of federal, California, and local employment laws and compliance requirements, including wage-and-hour, leave and accommodation, anti-discrimination and anti-harassment, and documentation standards.
• Substantial experience in employee relations, workplace investigations, performance management, corrective action, separations, and manager coaching.
• Experience supporting union-represented workforces, collective bargaining agreement interpretation, grievances, and labor relations is strongly preferred.
• Demonstrated ability to manage complex stakeholder relationships across multiple functions, business units, and geographic locations while applying practical business judgment.
• Experience with HRIS and performance-management systems, preferably ADP Vantage, including reporting, data review, workflow coordination, and user support.
• Ability to interpret workforce data, prepare executive-ready summaries, manage confidential information, and exercise sound judgment with limited supervision.
• Demonstrated project- and change-management skills, including experience supporting startups, transitions, account takeovers, restructures, or acquisitions.
• Excellent written and verbal communication, relationship-management, analytical, problem-solving, and Microsoft Office skills; bilingual English and Spanish capabilities are strongly preferred.
• Professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP is a plus.
• Ability to work primarily onsite, generally at least 4 days per week, based from Los Angeles and supported business locations; willingness to travel regularly throughout Southern California and occasionally within the Southwest, with schedule flexibility for urgent operational needs.
ADDITIONAL REQUIREMENTS:
UG2, LLC employees are expected to meet performance standards and adhere to company policies, rules, and procedures as outlined in the Employee Handbook or communicated by other means. This job description provides a general overview of the position's nature and responsibilities, which are subject to change, modification, and addition as required by management. Employees must follow supervisory instructions and may be asked to perform additional duties or engage in cross-training to ensure departmental efficiency. It is important to note that this job description does not constitute an employment contract between UG2, LLC and its employees.
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