HR Business Partner (HR + Talent Acquisition)

Talent attraction & acquisition (~35%)

Own full-cycle recruiting: intake with hiring managers, job descriptions and scorecards, sourcing, screening, interview coordination, references and offers.
Build and maintain our client's scorecard for every open role, so candidates are measured against mission and outcomes, not gut feel.
Manage the ATS and job postings (LinkedIn, Indeed, niche boards, university and community partners) and keep the pipeline moving with clear weekly updates.
Run structured, competency-based interviews and train hiring managers to do the same.
Draft offer letters and benchmark compensation against market data and internal bands.
Deliver a warm, on-brand candidate experience — every touchpoint should feel like our client.
Employee relations & HR partnership (~30%)
Be the first point of contact for employee questions, concerns and conflicts.
Conduct fair, documented, timely workplace investigations (harassment, discrimination, policy violations) and recommend outcomes.
Coach managers on feedback, performance improvement plans, documentation and terminations.
Support performance reviews and scorecard check-ins, and help managers act on the results.
Run onboarding and offboarding, including exit interviews and retention insights.
Payroll, benefits & HR operations (~20%)
Process or review semi-monthly/bi-weekly payroll with Finance; audit hours, overtime, meal/rest-period premiums, PTO and deductions.
Administer benefits enrollment, leaves of absence and workers' compensation claims.
Maintain accurate HRIS records, personnel files and I-9s.
Produce people metrics: headcount, turnover, time-to-fill, open roles.
Compliance & policy (~15%)
Keep our client compliant with federal and California employment law (and other states where we have remote employees).
Own the employee handbook, required postings, notices and annual updates.
Track and deliver mandatory training (e.g., California SB 1343 harassment prevention, workplace violence prevention under SB 553).
Manage pay-transparency requirements in job postings and pay-data reporting.
Partner with employment counsel on high-risk matters.
What you bring
Must-haves
5+ years in HR generalist or HRBP roles, including at least 2 years owning full-cycle recruiting.
Working knowledge of US employment law: FLSA, Title VII, ADA, ADEA, FMLA, COBRA, ERISA basics, I-9/E-Verify, NLRA.
Strong California expertise: CA Labor Code, wage & hour (exempt tests, overtime, meal/rest breaks), CFRA, PDL, FEHA, PAGA exposure, pay transparency (SB 1162) and final-pay rules.
Hands-on multi-state payroll experience (ADP, Gusto, Paylocity, Rippling or similar) and benefits administration.
Proven employee-relations track record: investigations, documentation, PIPs and terminations handled fairly and defensibly.
Comfort with an ATS and HRIS; strong Google Workspace/Excel skills for people reporting.
Excellent judgment and discretion with confidential information.
Clear, warm communicator in English; able to deliver hard news with empathy.

Skills

- 5+ years in HR generalist or HRBP roles including at least 2 years owning full-cycle recruiting, working knowledge of US employment law (FLSA, Title VII, ADA, ADEA, FMLA, COBRA, ERISA basics, I-9/E-Verify, NLRA), strong California expertise in CA Labor Code, wage & hour, CFRA, PDL, FEHA, PAGA exposure and pay transparency, hands-on multi-state payroll experience with platforms like ADP, Gusto, Paylocity or Rippling, proven employee-relations track record with investigations, documentation, PIPs and terminations, comfort with ATS and HRIS, strong Google Workspace and Excel skills, excellent judgment with confidential information, and clear warm communication in English.