RRemoteville
Insomnia Cookies logoInsomnia Cookies

Senior Field HRBP

Skills
BusinessEmployee RelationsHR ManagementHuman ResourcesIT EscalationMicrosoft OfficeResource Management
Role

What the job involves

The main requirements, responsibilities and hiring steps.

Requirements

  • 8-10 years of progressive HR experience with significant field-based multi-unit retail restaurant or hospitality support
  • Proven experience partnering with senior leaders and influencing outcomes without direct authority
  • Strong business acumen and ability to connect people initiatives to operational outcomes
  • Strong employee relations expertise with experience handling complex high-stakes situations
  • Excellent communication skills and ability to build trust quickly with leaders and teams
  • Comfort working independently in a field-based role while staying connected to a collaborative People Team
  • High integrity discretion and passion for people and culture
  • Highly organized with ability to manage competing priorities in a fast-paced growth-oriented organization
  • Thorough knowledge of employment laws and regulations particularly California
  • Proficiency with Microsoft Office Suite
  • Ability to quickly learn the organization’s HRIS system
  • Ability to travel up to 50%
  • Bachelor’s degree in Human Resources Business Administration or related field required
  • Minimum of eight years of direct human resource management experience
  • Experience supporting multi-state and high-growth organizations

Nice to have

  • strategic thinker
  • data informed
  • high integrity
  • discreet
  • collaborative
  • organized
  • adaptable

Day to day

  • Partner with regional and field leaders to align people strategies with business goals and growth plans
  • Translate business needs into actionable HR solutions through workforce planning organizational design succession planning and leadership development
  • Use data and insights to identify trends risks and opportunities in engagement retention performance and talent gaps
  • Act as a subject matter expert on complex employee relations issues investigations corrective action and terminations
  • Coach leaders on people management practices risk mitigation compensation decisions and compliance across multiple jurisdictions
  • Support hiring onboarding retention engagement initiatives and regional people programs that strengthen culture and belonging