HR Manager/ HR Business Partner — Corporate ER & Compliance

Key Responsibilities

• Lead end-to-end ER investigations covering harassment, discrimination, retaliation, policy violations, and workplace conduct issues; produce defensible written findings.
• Serve as the single point of contact for sensitive separations, mutual separations, and reductions-in-force; partner with Legal on documentation and risk mitigation.
• Advise managers on conflict resolution, performance concerns, accommodation requests (ADA/FEHA), leave interactions, and grievance handling.
• Build and maintain ER case tracking and reporting; identify systemic trends and recommend policy or training interventions.
• Manage EAP escalations and act as a confidential channel for employee concerns escalated to corporate.

Performance Management

• Own the corporate performance management framework — calibration, PIP design, mid-cycle interventions, and termination decisions.
• Coach people managers on delivering difficult feedback, documenting performance concerns, and structuring corrective action plans.
• Translate performance data into actionable insights for leadership; flag flight risk, low-performer concentration, and managerial gaps.
• Partner with Talent Development on capability uplift programs that address recurring performance themes.

Compliance & Policy

• Lead compliance with federal employment regulations (EEO, FMLA, FLSA, ADA, NLRA, Title VII) and California-specific statutes (FEHA, CFRA, PAGA, Wage & Hour, AB 1825 training, AB 5).
• Maintain and refresh the Employee Handbook, ER playbooks, and corporate HR SOPs; ensure timely updates following regulatory changes.
• Conduct or coordinate internal compliance audits (I-9, classification, leave administration, recordkeeping).
• Manage state and federal agency interactions (DFEH/CRD, EEOC, DOL) with Legal oversight; prepare position statements and respond to charges.

Leadership Communication & Presentation

• Present ER trends, compliance posture, and policy proposals to executive leadership; translate legal nuance into business-actionable narratives.
• Build executive-ready dashboards on ER caseload, performance distribution, and compliance KPIs.
• Facilitate manager training on people-management fundamentals — investigations, documentation, accommodation, termination.

HRBP / Partner Activities

• Serve as primary HR partner to assigned corporate functions; coach leaders on org design, engagement, and talent moves.
• Collaborate with Talent Acquisition, Total Rewards, and Talent Development on cross-functional initiatives.

Job Requirements

• Must-Have Qualifications:
• Bachelor's degree in HR, Business, Industrial Relations, or related field (Master's / JD is a plus).
• 6+ years of progressive HR experience for HR Manager track; or 4-5 years HR experience for HRBP track.
• Demonstrated ownership of complex ER investigations end-to-end (at least 20+ cases with documentation).
• Deep working knowledge of California employment law (FEHA, PAGA, wage & hour, leave laws).
• Strong written and verbal English; ability to deliver concise, evidence-based presentations to senior leadership.
• Experience drafting position statements or working alongside outside counsel on agency charges.
• Nice-to-Have Qualifications:
• PHR / SPHR / SHRM-SCP / SHRM-CP certification.
• Bilingual Mandarin/English — strong plus.
• E-commerce, retail, or technology industry background.
• Prior experience supporting a publicly traded company (SOX-adjacent HR controls).

Essential Mental & Physical Function

• Mental Functions: Decisions may affect a work unit or area within a department. May contribute to business and operational decisions that affect the department.
• Physical Functions: Sitting required 90% of the time. Walking and standing required 5% of the time respectively. No heavy lifting required. Constant keyboarding and telephone usage.

Work Environment

• Standard office working environment.

Travel Requirements

• N/A.