Sr. HR Business Partner

The SR HR Business Partner (SR HRBP) serves as a strategic and tactical advisor to divisional leadership within a fast-growing Industrial Services business operating in heavy industrial environments. This role partners closely with senior leaders to design and scale the organization, attract and retain critical talent, align compensation programs with growth objectives, and proactively address employee relations (ER) and workforce challenges in a safety-sensitive, decentralized service model. This role will support a headcount of 500 employees, heavily focus in California (200 EE's) with branches also located in WA, OR, CO, NV, AZ, OH, IL, IN, FL, NC, NJ, and continuing to expand nationwide.

Given the extreme growth experienced in a short timeframe, this role requires a leader who thrives in ambiguity, balances long-term strategy with near-term execution, and is comfortable being highly visible in the field.

Essential Functions

Strategic Business Partnership & Organizational Design

• Partner with divisional leadership to assess, design, and evolve organizational structures, span of control, and talent models to support rapid growth, operational efficiency, and scalability.
• Translate business strategy into actionable people plans, workforce forecasts, and succession strategies.
• Serve as a trusted advisor to division leaders on change management, leadership effectiveness, and culture integration following growth, acquisitions, or restructuring.

Talent Acquisition & Workforce Planning

• Collaborate with Talent Acquisition to develop and execute targeted hiring strategies for industrial, technical, and leadership roles in competitive labor markets.
• Advise leaders on workforce planning, talent gaps, and proactive pipeline development to support sustained growth.
• Participate in the interview and selection process for key leadership and hard-to-fill roles.

Compensation Planning & Performance Management

• Partner with Compensation to support annual compensation planning, job architecture, and pay decisions that are competitive, equitable, and aligned to division performance.
• Advise leaders on incentive programs, retention strategies, and corrective actions related to performance and pay.
• Support performance management processes, leadership development planning, and succession readiness.

Employee Relations, Compliance & Risk Mitigation

• Provide hands-on guidance and support to leaders and managers on complex employee relations matters, including investigations, corrective action, and terminations.
• Ensure consistent, legally defensible, and values-based application of policies across a multi-site industrial environment.
• Partner with Legal, Safety, and Operations to mitigate employee-related risk while supporting business execution.
• Stay current on federal, state, and local labor laws impacting the division, particularly in safety-sensitive and industrial settings.

Field Engagement & Leader Enablement

• Maintain a strong on-site presence across facilities to build credibility with leaders and employees.
• Coach and develop frontline and mid-level leaders on people management, documentation, performance conversations, and employee engagement.
• Act as a connector between corporate COEs (HR Operations, Safety, TA, Comp & Benefits) and the field to ensure practical, timely solutions.

Workers’ Compensation, Leave of Absence & Return‑to‑Work Management

• Serve as the divisional HR lead for workers’ compensation and leave of absence (LOA) management, partnering closely with Benefits, Safety, Risk, and Legal.
• Support leaders in managing industrial injury claims, ensuring timely reporting, appropriate documentation, and consistent follow‑through aligned with safety and compliance standards.
• Guide managers on job accommodations, modified duty, and return‑to‑work programs to minimize lost time and support employee recovery while balancing operational needs.
• Provide oversight and strategic input on FMLA, ADA, state‑specific leave laws, and company LOA policies, ensuring consistent, legally defensible application across locations.
• Coach leaders on communicating effectively and empathetically with employees nav