Position Summary

Under the general direction of the Vice President and CHRO, the Director, HR Business Partner serves as the primary strategic partner to the business developing HR strategies, needs assessments and the resulting HR solutions. Collaborates with stakeholders to provide consultation for organization design, change management and future workforce development. Coordinates with the National HR Team on the design and delivery of the compensation and talent calibration processes; leads employee and non-officer succession planning processes; manages recruiting and onboarding as well as employee relations (non-union) matters. Actively participates in SJW Group’s Diversity, Equity and Inclusion (DE&I) Council to identify and move forward employee DE&I development opportunities, partners with recruiting team to develop national diverse talent pipelines, and provides diversity metrics and reporting. Works closely with the HR Operations Director to ensure the successful coordination, delivery, support, communications and results of all SJWC HR services.

Specific Responsibilities:

• Serves as the strategic HR partner to the Business. Leverages HR consulting skills to help department leaders achieve key business objectives and increase the effectiveness of their departments.

• Leading through Culture and Values through language, actions, and the complete employee experience
• Consulting on and improving the organizational design, role structure, and communication flow to align to business strategy and priorities

• Balances short term needs / tactics with long term strategies; calibrates needs of the SJWC subsidiary with the broader SJW Group.
• Aligns human resources initiatives and resources to deliver against business strategies and operational plans
• In partnership with the State President and Senior Leadership Team, develops and implements a talent plan that ensures the organization has the right talent to deliver on financial commitments, consistent team performance and a sustainable talent bench
• Brings thought leadership and experience to change management initiatives in the business
• In partnership with the national Compensation Director, communicates, educates coordinates and delivers compensation programs (non-officer) to the Company
• Delivering HR programs such as succession planning recruiting and onboarding, and employee engagement plans with excellence and nationwide consistency
• Diversity metrics and reporting, including government reporting and returns on investment for DE&I Council, Board and Leadership groups
• Establishes, builds and maintains strong relationships with key HR partners from all subsidiaries to ensure elements of HR are successfully coordinated to meet and exceed business needs
• Monitors developments in the human resources field, evaluates their impact on Company activities, and recommends and implements policy and procedural changes as required

• Offer consistent opportunities for career development and growth to inspire and motivate the employees under your supervision

Required Knowledge Skills & Abilities

• Strong business acumen paired with talent acumen and business-centric problem-solving skills
• Proven track record of navigating organizational boundaries and building strong partnerships with stakeholders to influence decisions/actions and produce results
• An ability to toggle across the strategic and operational - the ability to balance the day-to-day work activities with state and group level projects and strategic initiatives
• Outstanding interpersonal and communication skills, verbal and written
• Demonstrated competence in the various HR functional areas: employee relations, performance management, compensation, recruiting, data and analytics, etc...
• Ability to interface with top management, outside consultants, attorneys, and auditors
• Excellent written and oral communication skills

Required Education and Experience

• Bachelor’s degree or equivalent education in business, human resources, public administration or a closely related field
• 10-15 years of experience in managing HR functions with at least five years in a supervisory capacity

Other Requirements

Must possess a valid California driver’s license and have a satisfactory driving record