Human Resources Business Partner: Employee Relations and G&A

Work is Sweet!

'Quality without Compromise' is not just a motto at See's Candies. It is the most important ingredient in our recipe for success. See's Candies has been in business since 1921 and maintains a reputation for producing the highest quality candy and providing superior customer service.
See's is a leader in the confectionary industry with over 250 retail shops across the USA. We are seeking friendly, enthusiastic individuals who are passionate about providing great customer service.

Job Description Summary:

The HR Business Partner (HRBP) serves as a strategic partner and consultant to both employees and management within corporate functions, including Finance, IT, HR, Marketing, Real Estate, and senior leadership. The HRBP is responsible for aligning business objectives with employees and management across these units and serves as a consultant to management on human resources-related issues. Acting as an employee champion and change agent, the HRBP will proactively address HR-related needs and communicate these needs to both the HR department and business leadership.

The salary range for this position is: $107,000 - $134,000.

Job Description:

Key Responsibilities: 

Strategic Partnership: 

• Collaborate with leaders in corporate functions to understand business objectives and provide HR guidance and support. 

• Align HR strategies with organizational goals and the strategic priorities of functions such as finance, IT, HR, marketing, and senior leadership. 

Employee Relations: 

• Manage employee relations matters with professionalism and confidentiality, handling conflict resolution, disciplinary actions, and performance improvement plans. 

• Conduct thorough investigations into workplace issues, including allegations of misconduct, discrimination, and harassment, ensuring fairness, compliance with company policies, and adherence to legal requirements. 

• Collaborate closely with the legal department on complex employee relations cases, ensuring that risk is managed, and compliance with employment laws is upheld. 

• Lead the development and refinement of employee relations policies in collaboration with HR and Legal to promote a consistent and legally sound approach across the organization. 

• Guide and coach managers on best practices for handling sensitive employee matters, equipping them with tools for effectively managing performance, conflict, and compliance. 

Talent Management: 

• Partner with corporate function leaders to identify current and future talent needs, developing strategies to attract, retain, and develop high-performing teams. 

• Implement talent management processes, including workforce planning, succession planning, and development initiatives aligned with the unique needs of each function. 

Performance Management: 

• Facilitate the performance management process, providing guidance to managers and employees, ensuring consistent and fair application of performance standards across all corporate functions. 

• Assist in creating and implementing performance improvement plans and monitor progress, reinforcing a culture of continuous development and accountability. 

Compliance and Policy Implementation: 

• Ensure compliance with federal, state, and local employment laws and regulations. 

• Partner with legal and compliance teams to interpret and apply policies consistently across corporate functions, advising managers on HR best practices. 

• Stay informed of changes in labor laws, updating policies as needed, and educating corporate teams on any policy changes and their implications. 

Training and Development: