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.

• 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.

-

• ADP, Gusto, Paylocity, Rippling, ATS, HRIS, Google Workspace, Excel.