A great experience starts with you!

Honda Center welcomes fans, performers, and athletes from around the globe. Our team members are an integral part of the event experience through their interactions with guests. Whether you’re looking to create a great guest experience at a concert, support business growth and development, work behind-the-scenes during an Anaheim Ducks game, or anything in-between, this is your opportunity to start the next chapter of your career story and help create a one-of-a-kind fan experience at Honda Center. 

Once you've had a chance to explore our current open positions, apply to the ones you feel best suit you, as an applicant, you can always see your application status in your profile.

Job Title:

Senior Human Resources Business Partner

Pay Details:

The annual base salary range for this position in California is $100,000 to $145,000 per year. The starting pay for the successful candidate depends on various job-related factors, including but not limited to the candidate’s geographic location, job-related knowledge, skills, experience, education/training, internal value, peer equity, external market demands, and organizational considerations.

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor and consultant to senior leaders and their teams, driving business results through effective talent strategies and organizational solutions. This high-impact role leads initiatives that align people, processes, and culture with overall business objectives. The Sr. HRBP partners cross-functionally to guide workforce planning, leadership development, performance management, employee engagement, and organizational effectiveness. With deep HR expertise and business acumen, the Sr. HRBP influences and enables change, serving as a trusted thought partner to leadership and a steward of a positive and inclusive workplace culture.​​

Responsibilities

• Serve as the primary HR partner to senior leaders, aligning talent strategies with business goals

• Provide strategic guidance on organizational design, change management, and workforce planning

• Lead performance management and talent review processes to support succession planning and leadership development

• Collaborate with leaders to proactively address team dynamics, culture, and engagement

• Analyze workforce metrics and trends to inform talent decisions and organizational improvements

• Partner with Compensation, Talent Acquisition, and Learning & Development teams to support hiring, onboarding, career progression, and retention strategies

• Navigate and resolve complex employee relations issues, partnering with Legal and Compliance as appropriate

• Coach leaders on effective people management, leadership presence, and team performance

• Drive Diversity, Equity, Inclusion & Belonging initiatives in collaboration with internal stakeholders

• Lead HR projects and initiatives that support enterprise-wide transformation and innovation

• Ensure HR policies, practices, and programs are compliant, consistent, and equitable

• Support communication strategies that strengthen transparency and trust across the organization

Skills

• Bachelor’s degree in Human Resources, Business, or a related field required; Master’s degree or HR certification (e.g., SPHR, SHRM-SCP) strongly preferred

• 8–10 years of progressive HR experience, with a minimum of 3–5 years in a strategic business partner or HR leadership capacity

• Experience supporting senior/executive leadership in a fast-paced, complex environment

• Proven track record leading organizational change and influencing senior stakeholders

• Deep knowledge of HR best practices, employment law, and organizational behavior

• Expertise in performance management, employee engagement, and workforce planning

• Strong understanding of DEIB concepts and strategies

• Familiarity with compensation practices, job leveling, and internal equity

• Proficiency in HRIS systems (Workday preferred) and data analytics tools

• Exceptional interpersonal and communication skills, including executive-level presentation capabilities

• Strategic thinking with the ability to translate business needs into actionable HR solutions

• Strong analytical skills with the ability to interpret complex data to drive decisions

• Conflict resolution, facilitation, and influencing skills

• High degree of emotional intelligence and cultural sensitivity