HR Business Partner

About the Role 

SEV Laser is seeking an experienced Human Resources Business Partner (HRBP) to support our growing multi-state organization. This role serves as a strategic partner to Operations leadership, providing expert guidance across employee relations, employment law, leave management, accommodations, investigations, leadership coaching, and organizational effectiveness. 

The HRBP partners closely with Area Managers, District Managers, Directors, and executive leadership to ensure consistent application of company policies while minimizing organizational risk and supporting business objectives. This is a highly visible role requiring exceptional judgment, strong employment law knowledge, and the ability to navigate complex employee situations with professionalism and confidence. 

The ideal candidate is an experienced HR professional who thrives in a fast-paced, multi-location environment and enjoys partnering with leaders to develop high-performing teams while delivering practical, business-focused HR solutions. 

Key Responsibilities 

Strategic HR Partnership 

Serve as the primary HR partner for operational leaders.

Build trusted relationships with leaders by providing strategic and day-to-day HR guidance. 

Partner with leadership on workforce planning, organizational design, restructuring, staffing, and retention initiatives. 

Provide recommendations that align business objectives with sound HR practices and employment law. 

Employee Relations 

Advise and coach leaders through complex employee relations matters.

Conduct workplace investigations involving harassment, discrimination, retaliation, ethics concerns, policy violations, misconduct, attendance issues, wage and hour concerns, and workplace conflicts. 

Review investigation findings and recommend appropriate corrective action. 

Prepare thorough and objective investigation documentation.

Partner with Legal on high-risk employee relations matters as needed. 

Performance Management 

Coach leaders through all aspects of performance management, including: 

Performance coaching 

Corrective action 

Performance Improvement Plans (PIPs) 

Demotions 

Terminations 

Review employment actions to ensure consistency, fairness, and compliance. 

Guide leaders on documentation and effective performance conversations. 

Leave Administration & ADA 

Partner with the Leave Administrator and business leaders regarding complex leave and accommodation matters. 

Provide guidance on: 

Family and Medical Leave Act (FMLA) 

California Family Rights Act (CFRA) 

Pregnancy Disability Leave (PDL)

Americans with Disabilities Act (ADA) 

Workers' Compensation interactions 

State and local leave laws 

Participate in the Interactive Process by reviewing medical documentation, evaluating reasonable accommodations, and partnering with leadership on return-to-work planning. 

Ensure leave and accommodation practices remain compliant with federal, state, and local laws. 

Compliance & Employment Law 

Interpret and apply federal, state, and local employment laws while balancing operational needs. 

Advise leaders on wage and hour compliance, meal and rest breaks, employee classifications, and company policies. 

Monitor legislative changes and recommend policy or practice updates.

Assist with HR audits and ensure compliance with employment documentation requirements. 

Leadership Coaching 

Coach managers on: 

Employee engagement 

Conflict resolution 

Difficult conversations 

Documentation 

Accountability 

Leadership effectiveness 

Team development 

Change management 

Build manager capability through consistent coaching and partnership.

Organizational Development

Support initiatives that improve employee engagement, retention, leadership development, and organizational effectiveness. 

Analyze trends in turnover, performance, leave utilization, investigations, and employee relations to identify opportunities for improvement.

Partner with Recruiting, Payroll, Benefits, Learning & Development, and Operations to deliver a consistent employee experience. 

HR Operations 

Review employment documentation, including corrective actions, separation documentation, investigation summaries, accommodation correspondence, and policy communications. 

Support organizational initiatives including office openings, acquisitions, restructures, leadership transitions, and workforce planning.

Assist with special HR projects and company-wide initiatives.

Required Qualifications 

Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent combination of education and experience).

Minimum of 5 years of progressive Human Resources experience, including at least 3 years in an HR Business Partner, Employee Relations, or HR Generalist role supporting managers. 

Demonstrated experience managing complex employee relations matters from intake through resolution. 

Hands-on experience conducting workplace investigations.

Experience supporting ADA accommodations and the Interactive Process. 

Strong working knowledge of FMLA, CFRA, PDL, ADA, FEHA, FLSA, Title VII, and other applicable federal and state employment laws.

Experience supporting leave administration and partnering on complex medical leave and accommodation cases. 

Experience coaching leaders through performance management, disciplinary actions, and difficult employee conversations. 

Experience supporting multiple locations within a multi-state organization. 

Excellent written communication and documentation skills.

Strong analytical, problem-solving, and organizational skills.

Ability to exercise sound judgment while handling highly confidential information.

Ability to travel up to 50% as business needs require. 

Preferred Qualifications 

SHRM-CP, SHRM-SCP, PHR, or SPHR certification. 

Experience supporting healthcare, retail, hospitality, or other fast-paced multi-site organizations. 

Experience supporting organizations with 500+ employees.

Experience using HRIS platforms such as Rippling.

Experience supporting organizational growth, acquisitions, and change management initiatives. 

What Makes You Successful 

The ideal candidate is a trusted advisor who builds strong relationships, exercises exceptional judgment, and effectively balances employee advocacy with business objectives. You communicate with confidence, remain calm in complex situations, and are comfortable influencing leaders at all levels of the organization. 

Success in this role requires the ability to think strategically while remaining hands-on, navigate ambiguity with confidence, and deliver practical HR solutions that support both compliance and business performance. 

Why Join SEV Laser? 

At SEV Laser, our people are at the center of everything we do. As we continue to expand across the country, we're looking for HR professionals who are passionate about building strong teams, developing leaders, and creating an exceptional employee experience. 

This is an opportunity to partner directly with senior leadership, make a measurable impact on a growing organization, and help shape the future of our workforce while advancing your own career. 

Equal Opportunity Employer 

SEV Laser provides equal employment opportunities to all employees and applicants and prohibits discrimination or harassment of any kind based on race, color, religion, sex, national origin, disability, genetics, veteran status, sexual orientation, gender identity, or any other protected characteristic under local, state, or federal law. This

policy applies to all employment actions including recruiting, hiring, promotion, compensation, benefits, and training.