Human Resources Business Partner - San Diego California

Company: San Diego Convention Center Corporation
Location: San Diego, California
Posted On: 05/10/2025

• Medical, Vision, and Dental Insurance Coverage (Employee and SDCC share in cost of coverage)
• Retirement Plans: 403(b) and 457
• Money Purchase Pension Plan (Paid in full by SDCC)
• Paid Time Off (PTO): 21 accrued days to be used for vacation and sick paid time off
• 11 Paid Holidays
• Employee Assistance Plan (Paid in full by SDCC)
• Flexible Spending Accounts
• Life and AD&D Insurance (Paid in full by SDCC, with additional voluntary coverage)
• Disability Insurance (Paid in full by SDCC)
• Supplemental Health Plans
• Employee-Exclusive Discounts (discounts to 250+ retailers through Fun Express & Corporate Shopping)
• Free onsite employee dining during shift at our Tides CafeAbout The Role:The Human Resources Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business departments. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses, anticipates and seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the core values of the organization.The HRBP is a highly motivated, results-driven individual, who works collaboratively with staff of all levels throughout the organization. This person should be a team player but can lead an HR business objective as called upon. The HRBP leverages critical thinking skills to analyze complex situations, identify potential solutions, and make informed decisions that drive successful outcomes.As an HRBP, you'll play a key role onsite, supporting a dynamic 24/7 operation across three shifts. This position offers a unique alternative schedule that includes evenings and weekends-perfect for those who thrive in fast-paced, around-the-clock environments and enjoy a workweek outside the typical Monday-Friday routine.What You Will Do:
  • Respond to policy interpretation inquiries and employee complaints.
  • Advise managers on addressing employee issues by identifying root causes and support and monitor the implementation of appropriate solutions.
  • Lead employee disciplinary meetings, terminations, and investigations.
  • Represent the company at unemployment claims hearings.
  • Handle and track leaves of absence.
  • Review policies and practices to maintain compliance with federal, state, and local employment laws and regulations, and recommend best practices.
  • Ensure client groups follow the collective bargaining agreements by monitoring day-to-day implementation of policies concerning wages, hours, and working conditions.
  • Develop, implement, oversee, and evaluate HR projects that include gathering feedback from stakeholders, pause points to assess progress, and adjust timelines and deliverables in alignment with organizational objectives.
  • Develop, implement, and evaluate employee training programs.
  • Interview, screen, and recruit job applicants to fill entry-level, professional, and technical job openings.
  • Conduct new hire orientation and training for employees at all levels and manage the processing of new hire paperwork.
  • Participate in employee engagement efforts and committee.
  • Other duties may be assigned.What You Will Need:
    • Bachelor's degree and three (3) years employee relations experience; or equivalent combination of education and experience.
    • Prior experience utilizing human resources information systems, such as UKG, is required.
    • Must have proven success in managing a high-volume caseload in a dynamic, fast-paced environment where processes and structures are still evolving, with the ability to adapt quickly to changes and ambiguity.
    • Skilled in handling and incorporating feedback from multiple levels of approval, ensuring alignment and satisfaction across various stakeholders.
    • Knowledge of HR best practices and regulations, proven ability to handle confidential information in a professional manner, excellent written and oral communication skills and strong interpersonal skills with the ability to identify relationships and anticipate business needs.
    • Experience creating resource material/toolkits and training staff on Human Resources policies and procedures.
    • Excellent time management skills with a proven ability to meet deadlines.
    • Must be highly detail-oriented with strong analytical and problem-solving skills.
    • Bi-lingual English/Spanish and/or English/Tagalog preferred.
    • SPHR, SHRM-SCP, SHRM-CP, PHR and/or PHRca certification helpful.
    • Be mobile to, from, and within the Human Resources area, and will be required to leave the area and maneuver throughout the facility to meet with staff of assigned departments. The employee must occasionally move up to 15 pounds. May be required to act and move quickly throughout the facility in order to be physically present in addressing workplace incidents.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThis employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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