Human Resources Business Partner

Req ID: 6608 

Department: Human Resources 

Status: Reg F-T Exempt, Exempt  

Location: Lodi, California (US-CA)  

Workplace Location:  Hybrid

Job Summary:

Lead the Human Resources activities for a client group as assigned (e.g. Sales, Winemaking, Operations, etc.)  with the goal of partnering with and supporting the client to reach their articulated goals while furthering the vision and mission of TFE organizationally.  Actively participates as an HR business partner in developing and driving TFE’s HR and organizational agenda in partnership with the client and senior TFE leadership. Collaborates with other HR professionals in Centers of Expertise (e.g. Compensation, Benefits, Training & Development, Recruiting, etc.). The successful person will act as an employee champion and change agent who can deliver business appropriate solutions to any given set of HR or business related opportunities.

Essential Functions:

The following reflects management’s definition of essential functions for this job but does not restrict the tasks that may be assigned.  Management may assign or reassign duties and responsibilities to this job at any time due to reasonable accommodation or other reasons.

• Leads the HR activities for a specific client and partners with leaders and their teams to further the business objectives of the client group and company. Collaborates with other HR professionals assigned to Centers of Expertise (e.g. Compensation & Benefits, Training & Development, Recruiting, etc.) in support of the goals of both the client group and the company.
• Partners with clients in any and all HR related activities including, but not limited to,  managing the recruiting process for the client, implementing performance management programs, building compensation systems and programs, participating in the development  and implementation of training and development programs and plans while bringing other appropriate ideas to bear given the business objectives and needs of the client and the company.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, etc.) while balancing the needs of both employees and the company. Must understand their advocacy role and play it honestly and earnestly.
• Conducts regular meetings with respective client business units. Provides guidance and input on business unit restructures, workforce planning and succession planning (aka Human Resource Planning (HRP)). Builds authentic understanding of client’s business goals and uses consultative practices and expertise to bring those goals to life.
• Identifies training needs for business units and individual executive coaching needs and collaborates with T&D Manager to find a solution. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Works closely with management and employees to improve work relationships, build morale, improve safety and increase productivity and retention.
• Provides HR policy guidance and interpretation. Consults with line management, providing HR guidance when appropriate. Defines, measures, analyzes, and interprets trends and metrics in partnership with the other HR partners to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues including safety concerns. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance including safety. Partners with the legal department as needed/required.
• Participates in annual updates to the compensation systems including incentive programs and benefit programs; assists management in the creation of job descriptions as necessary; assists in conducting annual salary surveys; analyzes compensation; monitors the performance management program and recommends changes as necessary.

• Develops, recommends and implements Human Resources policies and procedures; participates in maintaining company handbook on policies and procedures; performs benefits administration activities as necessary.
• Leads and develops direct report so that they are ever more capable of m