What are the responsibilities and job description for the HR Business Partner Senior II position at Sempra?
Sempra: Where opportunity powers impact
At Sempra, a better world begins with better energy—and with people who want to make a difference. That’s why we’re tackling the biggest challenges facing our industry while building ahigh‑performance culture where you can do your best work. Together, our teams support nearly 40 million consumers across the U.S., strengthening the communities we serve and creating impact that extends far beyond the workplace. Here, collaboration, inclusivity and shared purpose empowers you to grow your passion, build a rewarding career and contribute to something bigger—helping shape a better energy future for all.
Primary Purpose
Provides specialized, enterprise‑aware HRBP expertise that shapes how the business plans, develops, and deploys talent over multi‑year horizons. Influences strategy, standards, and governance. Operates with significant autonomy and impact.
Duties and Responsibilities
- Builds multi‑year people strategies aligned to business roadmaps, including capability build, leadership pipelines, and location strategy.
- Leads organization effectiveness assessments and recommends structural changes, decision rights, and interfaces.
- Partners with Compensation on pay architecture, role design, and incentive alignment for strategic initiatives.
- Oversees complex investigations or restructurings with ER and Legal; ensures fairness, documentation, and risk control.
- Defines talent segmentation and mobility strategies; measures progression and bench strength.
- Establishes governance rhythms for performance, succession, and workforce planning across the client group.
- Sponsors culture and engagement programs; sets goals and evaluates impact.
- Coaches senior leaders on leadership behaviors, team dynamics, and change leadership.
- Performs other duties as assigned.
Qualifications:
Education
- Typically requires a 4-year degree in a relevant field, or equivalent combination of relevant education and experience.
Experience
- Typically requires 8 years of related experience.
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Must reside in Southern California or be willing to relocate upon hire.
Skills and Abilities
- Ability to consult managers on semi-complex HR issues using business insights and HR best practices.
- Ability to lead HR components of department-level change initiatives.
- Ability to mentor junior HR partners on communication, analysis, and problem solving.
- Knowledge of advanced HR concepts including workforce planning, succession planning, and organizational design.
- Knowledge of legal and regulatory frameworks needed to advise leaders on risk mitigation.
- Skill in conducting root-cause analysis on people-related challenges using data.
- Skill in drafting recommendations that connect HR needs to operational strategies.