Human Resources Business Partner

Apply Today to Become an Employee Owner at PAQ, Inc./Food 4 Less/Rancho San Miguel Markets and Gain Access to Some of the Best Benefits in the Industry!
Work to earn FREE MONEY for your retirement and elect Medical, Dental, and Vision Benefit Packages for as little as $20 per paycheck for yourself and $64 per paycheck for you and your family!
PAQ, Inc. is a 100% Employee-Owned Company consisting of 25 retail grocery stores throughout the Central Valley and Central Coast of California. Seventeen of our stores are price-impact, warehouse format under the Food 4 Less banner, and Eight are Hispanic format under the Rancho San Miguel Market banner. At PAQ, Inc., our Employee Owners are the building blocks of a strong future—come build with us!


Job Summary:

The Human Resources Business Partner (HRBP) provides hands on HR support to leaders and employees across multiple locations while ensuring compliance with California labor laws and regulations. This role combines tactical HR execution with strategic partnership, ensuring consistent application of HR policies, employment practices, and employee relations support across all assigned locations.

The HRBP is highly visible in the field, supports day to day HR needs, addresses complex employee relations matters, and helps align people practices with business objectives across a dynamic grocery industry.

The HRBP will contribute to developing and implementing HR initiatives that enhance employee engagement, performance, and satisfaction. The position will be instrumental in fostering a culture of high performance and continuous improvement within a fast-paced and customer-centric environment.

Essential Functions of the Position:
• Employee Relations and Hands-on HR Support:
◦ Provide direct, hands on support for employee relations matters, including performance management, attendance, corrective action, investigations, and terminations
◦ Coach leaders on California specific employee relations requirements, including proper documentation and progressive discipline
◦ Conduct workplace investigations in compliance with California law and company policy
◦ Support employee separations, ensuring compliance with final pay, notices, and documentation requirements

• Recruitment and Staffing:
◦ Support the end-to-end recruitment process, including job postings, resume screening, interviewing, and selection, in partnership with HR Generalists
◦ Ensure compliance with California's Civil Rights Department (CRD) and other relevant regulations, promoting equitable hiring practices
◦ Conduct new employee orientation and onboarding activities
◦ Partner with store and department leaders to provide a positive new hire experience.
• Benefits Administration:
◦ Assist Benefits Coordinator with open enrollment efforts and support benefit-related questions in the field
◦ Partner with Leave Administrators, to effectively manage and track leaves of absence and accommodation as required by California laws
• Compliance and Risk Management:
◦ Ensure strict compliance with federal, state (CA), and local labor laws, including but not limited to:
▪ Wage and hour laws (overtime, reporting time pay, meal and rest breaks, penalty pay)
▪ Paid Sick Leave and applicable local leave ordinances
▪ CFRA, FMLA, Pregnancy Disability Leave (PDL)
▪ Fair Employment and Housing Act (FEHA)
▪ Workers’ compensation requirements
◦ Advise leaders on classification issues (exempt vs. non exempt; PT vs. FT) and scheduling practices, promoting consistency and compliance
◦ Ensure corrective actions and terminations are handled in alignment with company best practice and California legal standards
◦ Support audits, agency inquiries, and regulatory compliance initiatives as needed, while maintaining personnel records, adhering to California's recordkeeping requirements
• Performance Management:
◦ Support the performance appraisal process, ensuring fairness and compliance.
◦ Assist in addressing performance issues by developing and implementing California compliant performance improvement plans.
◦ Guide managers on performance-related matters, considering state-specific regulations.
◦ Support and guide stores and departments through changes in business practices, technology, and growth strategies.
◦ Facilitate change management initiatives and ensure smooth transitions.
• Training and Development:
◦ Support training and development needs, including succession planning, leadership programs, and situational based retrains
◦ Promote professional development opportu