Remote Human Organizational Development Jobs in Riverside, CA

Senior HR Business Partner

Industry: Industrial Services

Location (city, state): Pomona, CA

Pay: $150-175K + bonus, based on experience

Work Schedule: Full-time, Monday–Friday; 4 Days on Site, 1 day Remote with regular travel to multiple locations

Benefits: This position is eligible for medical, dental, vision, and 401(k).

About The Company:

Our client is a rapidly growing industrial services organization supporting operations across multiple states. The company operates in complex, field-based and safety-sensitive environments and is continuing to expand its national footprint.

This is an excellent opportunity for a senior HR professional who enjoys working closely with business leaders, navigating organizational growth, and developing practical HR solutions in a decentralized, multi-location environment.

Job Description:

The Senior HR Business Partner will serve as a key HR advisor to divisional and operational leadership while supporting approximately 500 employees across a multi-state organization. This position will have a significant presence in California and will also support employees and leaders across several additional markets.

The ideal candidate will be comfortable operating in a fast-paced, high-growth environment where priorities can shift quickly. This person will balance strategic HR planning with hands-on execution and will regularly engage with leaders and employees in the field.

The Senior HRBP will provide guidance across organizational development, talent strategy, compensation, employee relations, performance management, compliance, workers' compensation, leave administration, and workforce planning.

Key Responsibilities:

• Partner with senior and operational leaders to evaluate organizational structures, staffing models, reporting relationships, and workforce needs as the business continues to grow.
• Develop and implement HR strategies that support business objectives, including workforce planning, succession planning, organizational development, and leadership effectiveness.
• Work closely with recruiting teams and hiring managers to identify talent needs and develop effective approaches for attracting technical, industrial, operational, and leadership talent.
• Provide guidance regarding staffing gaps, talent pipelines, critical positions, and long-term workforce requirements.
• Participate in the selection process for key hires and difficult-to-fill positions.
• Collaborate with compensation partners on salary planning, job structures, pay decisions, incentives, and retention initiatives.
• Advise leaders on performance concerns, employee development, succession planning, and appropriate compensation actions.
• Handle complex employee relations matters, including workplace investigations, disciplinary actions, performance issues, and terminations.
• Partner with Legal, Safety, Operations, and other internal teams to address employee-related risks and maintain compliance across multiple locations.
• Provide guidance on the application of federal, state, and local employment regulations and company policies.
• Build strong relationships with employees and leaders through regular visits to field locations and operating facilities.
• Coach managers and frontline leaders on employee relations, performance discussions, documentation, communication, and people-management practices.
• Serve as a liaison between corporate HR functions and field operations to ensure HR programs are effectively implemented.
• Lead or oversee workers' compensation and leave-related HR activities in partnership with Benefits, Safety, Risk, and Legal teams.
• Assist managers with workplace injury claims, documentation, modified-duty arrangements, accommodations, and return-to-work processes.
• Provide guidance regarding FMLA, ADA, state-specific leave requirements, and other applicable leave programs.
• Ensure HR practices related to leave, accommodations, and workers' compensation remain consistent and scalable as the organization expands.
• Support leaders in effectively communicating with employees during extended absences, workplace injuries, and other sensitive situations.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• 7+ years of progressive HR experience, including significant HR Business Partner experience.
• Experience supporting multi-site, multi-state, field-based, industrial, manufacturing, construction, environmental, facilities, logistics, or other operationally complex organizations strongly preferred.
• Demonstrated ability to partner with senior leadership and influence business decisions.
• Strong employee relations and workplace investigation experience.
• Experience with organizational design, workforce planning, succession planning, and change management.
• Knowledge of compensation planning, performance management, and talent development practices.
• Working knowledge of federal and state employment laws and HR compliance requirements.
• Experience with workers' compensation, leave administration, accommodations, and return-to-work processes preferred.
• Strong leadership coaching and communication skills.
• Ability to operate independently, manage competing priorities, and make sound decisions in a rapidly changing environment.
• Comfortable working in a decentralized organization with frequent interaction across multiple locations.
• Ability and willingness to travel regularly to field locations.