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Human Resources Business Partner

We are RMC

Interested in working for a company that is dedicated to serving communities through the restoration of homes and businesses? A company that provides opportunities for advancement while learning alongside a group of experienced, dedicated, skilled remediation leaders? Restoration Management Company is that company. Founded on the premise of hard work, dedication, and commitment to its employees, the expansion of our services throughout the Western States has only been possible through the growth, development, and advancement of our employees!

We're excited to welcome a new team member to our HR family! At Restoration Management Company we are more than just colleagues; we are a close-knit team of caring, passionate professionals dedicated to making a difference. We partner with our clients to truly understand their business so we can deliver the greatest impact possible. We're looking for a driven, motivated go-getter with a growth mindset who thrives in collaborative environments. If you love stretching yourself, learning new things, and developing creative solutions, this is the place for you!

• Strategic Business Partnership:
  • Collaborate with business unit leaders to align HR strategy with key business objectives, ensuring that talent decisions directly contribute to achieving revenue, growth, and operational goals.
  • Act as a trusted advisor to both leadership and employees, providing expert guidance on HR-related matters that affect business operations and people management.
  • Participate in business planning and operational meetings to ensure HR is aligned with company priorities and organizational goals.
• Corporate Initiative Implementation & Support:
  • Support the rollout and implementation of corporate HR initiatives within business units, ensuring alignment with organizational goals.
  • Measure progress, assess utilization, and address challenges during the implementation phase to ensure the success of corporate programs.
  • Collaborate with corporate HR and business leaders to adjust initiatives as needed to fit the unique needs of different business units while maintaining program integrity.
• Talent Management & Succession Planning:
  • Lead workforce planning efforts to ensure the right talent is in place to meet current and future business needs.
  • Develop and execute a succession planning strategy to identify and prepare future leaders within the organization.
  • Coach and advise managers on developing their teams and improving performance, creating career paths that align with both employee aspirations and business goals.
• Performance Management & Organizational Development:
  • Oversee the performance management process, ensuring alignment between individual performance and company objectives. Provide tools and support for continuous feedback and coaching.
  • Facilitate leadership and employee development programs that build skills and competencies necessary for future growth.
  • Analyze performance trends to identify areas for improvement and recommend targeted initiatives.
• Employee Engagement & Retention:
  • Partner with business leaders to enhance employee engagement and retention by creating initiatives that foster a positive, inclusive, and productive work environment.
  • Use engagement surveys and feedback mechanisms to gather actionable insights and develop strategies that boost morale and decrease turnover.
  • Serve as an advocate for employees, addressing concerns and facilitating the resolution of issues that impact engagement and productivity.
• Change Management & Organizational Effectiveness:
  • Act as a change leader, partnering with leadership to support organizational restructuring, change initiatives, and cultural transformation.
  • Implement and oversee communication strategies that ensure a smooth transition during periods of organizational change, improving employee buy-in and minimizing disruption.
• HR Analytics & Data-Driven Insights:
  • Use data and analytics to measure HR effectiveness, identify trends, and drive decisions regarding talent management, organizational health, and business performance.
  • Provide regular reports and insights to leadership on key HR metrics, including employee turnover, engagement, performance, and productivity.
  • Develop and monitor KPIs related to people strategies that align with business goals, providing visibility into HR's contribution to business success.
• Employee Relations & Compliance:
  • Provide guidance and coaching to managers on employee relations issues, ensuring alignment with company values and legal compliance.
  • Manage complex employee relations cases, conducting investigations and developing resolutions that balance employee satisfaction with business needs.
  • Ensure that all employment practices comply with federal, state, and local regulations, reducing legal risk and supporting a fair, equitable workplace.

• Business Acumen: A strong understanding of how the business operates, including financials, operational goals, and industry challenges. Proven ability to translate business strategies into talent initiatives that drive measurable business results.
• Trusted Advisor: The ability to build strong relationships with leadership and employees, acting as a trusted advisor who provides guidance on HR matters and supports the implementation of business and corporate strategies.
• Influencing and Coaching: The ability to coach and influence managers and employees to improve performance, navigate challenges, and implement HR initiatives effectively. Strong communication, interpersonal, and coaching skills with the ability to build relationships and influence stakeholders at all levels.
• Implementation Support: Proven experience in leading the implementation of corporate HR initiatives and ensuring they are effectively adopted across the organization. Ability to measure progress, assess utilization, and proactively address challenges to ensure program success.
• Emotional Intelligence: High levels of empathy, listening, and conflict resolution skills to manage employee relations and improve workplace dynamics.
• Data-Driven Mindset: Proficiency in using HR metrics and data analytics to drive decision-making and track the effectiveness of HR initiatives. Ability to analyze HR data and provide actionable insights to influence talent and business outcomes.
• Change Management: Experience managing and supporting change initiatives, ensuring smooth transitions and minimal disruption to business operations. Expertise in managing organizational transformation to support growth or restructuring.
• Compliance Expertise: Strong knowledge of labor laws, HR compliance requirements, and risk management practices to reduce legal exposure and ensure regulatory adherence.
• Strategic Workforce Planning & Talent Management: Experience in workforce planning, succession planning, and employee development with a focus on supporting business growth. Ability to ensure the right talent is in place to meet both current and future business needs.
• Employee Relations & Complex Problem-Solving: Strong problem-solving and decision-making skills with demonstrated experience handling complex employee relations issues and leading successful resolutions.
• Qualifications:
  • 8+ years of HR experience, with at least 5-7 years in an HRBP or supervisory role, preferably within a fast-paced, growth-oriented environment.
  • Bachelor's degree in HR, Business Administration, or a related field preferred; advanced degree a plus.
  • SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) preferred or the ability to obtain certification within one year of employment.
  • Bilingual a plus (English/Spanish)

• Regulatory Requirements: Adhere to all local, state, and federal safety regulations, including OSHA and EPA standards.
• Personal Protective Equipment (PPE): Required PPE may include gloves, masks, goggles, hard hats, and safety footwear. All employees must wear PPE as required for their specific roles and job site conditions.
• Ergonomic Practices: Practice ergonomic principles to prevent musculoskeletal disorders. This includes proper desk setup, using adjustable chairs, and maintaining good posture while seated.
• Office Safety Protocols: Adhere to established office safety protocols to maintain a secure work environment. This includes following guidelines for the proper use of office equipment and ensuring that workspaces are free from clutter to prevent trips and falls.
• Safety Training: Complete all mandatory safety training sessions, including but not limited to hazard communication, emergency response, and safe equipment handling.
• Reporting Safety Concerns: Ability to identify and immediately report any unsafe conditions, hazards, incidents or injuries to supervisors without fear of retaliation.
• Emergency Procedures: Familiarize yourself with emergency procedures relevant to your specific job site, including evacuation routes, and emergency contacts.

• Lifting and Carrying: Ability to lift and carry materials or equipment weighing up to 25 lbs. regularly and up to 50 lbs. with assistance.
• Physical Activities: Ability to perform tasks that require, walking, bending, reaching, crouching, kneeling, climb, squat, crawl, lift above shoulder, reach, and twist.
• Sitting and Standing: Prolonged sitting or standing required (in office, driving and/or at job sites). Regular alternating between sitting and standing
• Repetitive Motions: Continuous repetitive motion and tasks involving L/R hand movement (computer/mouse), wrists, or arms (e.g., typing, data entry).
• Machinery Operation: Capacity to operate machinery and tools as required by job tasks, which may involve fine motor skills and hand-eye coordination.
• Visual Ability: requirement for clear vision (e.g., close work, computer use, eye hand coordination)

• Indoor office setting for corporate roles, including working with standard office equipment (computers, phones, printers). May involve regular meetings, (in person or zoom) and collaboration with team members.

• Outdoor fieldwork at restoration sites, which may include residential, commercial, or industrial properties. Duties may involve exposure to different weather conditions (sun, rain, snow, heat).

• Potential exposure to hazardous materials, chemicals, or contaminants specific to restoration work, requiring strict adherence to safety protocols and use of PPE.
• Work after hours and weekends given our 24/7 business operations

• May include travel that requires personal vehicles with mileage reimbursement provided.
• This position requires a minimum of 25% travel, which includes traveling to other branches twice a month and attending corporate meetings in our Livermore office at least once every other month.
• There may also be opportunities for out-of-town training or conferences.