HR Business Partner

The Los Angeles Times has an opening for an HR Business Partner. This role serves as a strategic partner to management, leading and supporting key HR functions including employee relations, training and development, performance management, onboarding, recruitment, policy implementation, employment law compliance, and benefits administration. This role requires maintaining a high level of confidentiality while effectively handling sensitive and personal information with sound judgment, tact, and discretion. The HR Business Partner coaches and educates leadership to enhance their people-leadership capabilities.

Responsibilities:

• Partner with Total Rewards teams (Benefits, HRIS Operations, Payroll) across multiple business units to address complex issues related to employee timekeeping, benefits, and leaves of absence, while recommending strategic enhancements to systems and processes
• Develop and execute frameworks for triaging and resolving employee relations issues, escalating high-impact cases as needed. Provide insights and strategies to improve organizational culture and reduce recurring issues
• Lead investigations into significant matters, ensuring alignment with policies and legal requirements. Provide policy interpretation and recommendations to drive organizational consistency and risk mitigation
• Design and deliver coaching for managers to enhance their ability to deliver performance feedback, manage disciplinary processes, and handle employee relations matters effectively and autonomously
• Shape, refine, and make recommendations regarding HR policies and programs to foster engagement and positive employee experiences, ensuring alignment with organizational strategy
• Analyze HR processes across business units, identifying opportunities for improvement. Drive initiatives that streamline workflows, reduce costs, and align with enterprise goals
• Lead efforts to support organizational restructuring and strategy across various business units, ensuring alignment with strategic priorities and consistency in approach
• Oversee the development and maintenance of job descriptions, ensuring alignment with evolving business needs and consistency across various departments within the appropriate business units
• Provide strategic and situational guidance to business leaders on performance management, policy application, and HR topics, emphasizing long-term development and organizational improvement
• Partner with HR Management on enterprise-wide initiatives, leveraging data to identify trends and implementing strategic actions to address root causes
• Take a lead role in the design, management, and execution of HR initiatives and projects, driving alignment with business objectives and fostering measurable outcomes
• Partner with business leaders and Talent Acquisition to strategically scope roles, define competencies, and assess organizational fit. Drive consistency in job grading and hiring processes while ensuring seamless onboarding
• Monitor and interpret industry trends and legislation, advising on and implementing strategies to maintain compliance with federal, state, and local regulations across business units
• Oversee employee separation strategies, including offboarding documentation and exit interviews, leveraging insights to inform organizational improvements
• Act as a liaison between HR and other departments to ensure data integrity, alignment on initiatives, and consistency in HR processes across business units
• Lead and participate in projects that enhance HR's strategic impact, ensuring alignment with both short-term and long-term business goals
• Execute additional strategic initiatives and projects as assigned, contributing to the overall success of HR's alignment with organizational goals
• Other duties as assigned.

Requirements:

• A minimum of 7 years of experience in Human Resources
• Experience with HRIS systems
• Experience with identifying and implementing programs and processes supporting business objectives that align with organizational culture
• Proactive and efficient approach with strong follow-through
• Ability to work independently and take initiative to proactively handle issues
• Required to maintain confidentiality and sensitivity with a high degree of professionalism in all aspects of job responsibilities
• Comprehensive knowledge of California state and federal laws, including ADA, EEO, FMLA, Title VII, wage and hour laws, and benefits
• Ability to effectively handle competing priorities, take initiative in troubleshooting and finding solutions in a high-paced environment
• Collaborate with all internal HR Partners and provide strategic support to management based on designated client groups

Preferred qualifications:

• Bachelor's Degree
• Experience supporting and managing union-represented employees
• Previous experience working in a media company
• SHRM Certified Professional (SHRM-CP or SHRM-SCP) credential or other HR certification
• Dayforce experience strongly preferred

The L.A. Times is an equal opportunity employer and welcomes all qualified applicants regardless of race, ethnicity, religion, gender, gender identity, sexual orientation, disability status, protected veteran status, or any other characteristic protected by law. We actively work to create an inclusive environment where all of our employees can thrive. This Privacy Notice for Los Angeles Times sets forth how we will use the information we obtain when you apply for a position with us. Explore our company history, achievement, values, mission and more on our career site.

The pay scale the Company reasonably expects to pay for this position at the time of the posting is $94,000 to $110,000 and takes into account a wide range of factors, including but not limited to skill set, experience, training, licenses, certifications, and other business or organizational needs. Compensation will be determined based on the above factors, along with the requirements of the position. At the L.A. Times, it is not typical for an individual to be hired at or near the top of the range for the role. Please visit our career site to view the benefits available to our employees. We recommend adding our applicant tracking system domain (@dayforce.com) as a safe sender or contact, as sometimes these emails get filtered to candidates' spam folders.