HR Business Partner (Field-Based - NorCal)
Vaco, South San Francisco, CA, United States
Overview
Regional HR Business Partner - San Francisco + NorCal Region. This role requires 30% regional travel throughout the San Francisco Bay Area and multiple locations in Northern California. Based in San Francisco and 100% onsite when not traveling.
Search Overview Vaco/Highspring has been engaged by a nationally recognized industry leader to identify a Regional HR Business Partner supporting a large, multi-location field operation. The role aligns directly with the company’s national HR and Talent strategy, partnering closely with both corporate leadership and on-site operations teams.
Compensation
Base Salary:
$100K-120K Base Salary
Annual Bonus:
15% discretionary
Company Vehicle Provided
(includes Insurance and Gas!)
Benefits
Medical, dental, vision, life, and disability insurance
401(k) with employer match
Paid time off (PTO)
Transit and parking reimbursement
Employee assistance resources (wellness, financial, legal)
Optional supplemental benefits (legal support, FSA, identity protection)
Key Role Requirements
Travel:
Must be willing and able to travel at least 30% of the time across the state of California.
24/7 Operations Support:
Must be comfortable supporting a 24/7 field operation, including occasional after-hours or off-shift work as business needs arise.
Metrics-Driven & Merit-Based:
Ability to track, interpret, and deliver on key HR metrics (turnover, PT/FT, employment engagement survey analytics, learning/compliance) in a merit-driven culture.
Self-Starter:
Highly motivated, proactive, and able to learn new systems and processes independently.
Role Overview
This is a 100% onsite position based in San Francisco when not traveling; not remote or hybrid. The role includes 30% travel on average yearly with peak travel in the summer months.
Candidates must currently reside in or near San Francisco, California.
Remote or relocation candidates will not be considered due to the urgency of this hiring need.
The HRBP will provide daily HR support and employee relations guidance to local managers and field operations teams in a high-volume, metric-driven environment.
Key Responsibilities
Serve as an internal business partner, delivering comprehensive HR programs, initiatives, and solutions to assigned field locations and functional areas across multiple territories/worksites.
Be a key member of the HR leadership team, providing both strategic and tactical support for a region covering up to 1000 employees across hourly workforce population including FT, PT.
Maintain a strong field presence: regularly visiting sites, building relationships, and acting as a first point of contact for HR matters, policy questions, and day-to-day support.
Manage and resolve a wide range of employee inquiries, including onboarding, benefits, FMLA, I-9s, employee relations, and investigations.
Ensure HR compliance with both legal requirements and company policies for all supported departments and sites.
Collaborate with management to define talent needs and implement HR programs and practices (e.g., organizational design, workforce planning, talent review, succession planning, talent acquisition, compensation management) that support location needs and company goals.
Facilitate leadership development, performance management, coaching, corrective actions, and employee recognition programs.
Analyze data and retention trends, proactively addressing issues to improve employee satisfaction and reduce turnover.
Lead or participate in the rollout of new HR platforms and initiatives, quickly adapting to evolving systems and tools.
Support the HR Director and contribute to broader people operations projects as needed.
Qualifications & Experience (Must Have's in Bold)
Bachelor's degree is a Must-Have
Minimum of 5 years
of progressive HR Generalist and/or HR Business Partner experience as a Strategic Leader, including measurable, metrics-driven impact in fast-paced, field-based operations. Strategic Business Leader experience is nice to have but not required.
Experience working with Unionized employee groups is a must-have
Travel Flexibility:
30% average travel and ability to work across multiple sites regionally with busy seasons.
HR analytics/metrics
(turnover, PT/FT, employee survey, learning/compliance) with a record of driving measurable business outcomes.
24/7 operations support
and ability to flex to off-hours as required.
Experience supporting high-volume, field-based operations
and hourly workforce populations (manufacturing, distribution/logistics, hospitality, or retail).
Experience in multi-location organizations with complex schedules
and shifting priorities.
Employee relations, investigations, conflict resolution, and policy interpretation .
Partnership with management to drive engagement, retention, and business outcomes .
HR systems, data analysis, and reporting
experience; benefits, FMLA, onboarding or similar platforms is a plus.
Excellent organizational, communication, and problem-solving skills .
Willingness to travel regionally
is a must.
SHRM-CP, SHRM-SCP, or similar HR certification preferred .
Ideal Candidate
Enjoys working directly with employees in the field and building relationships at all levels.
Comfortable traveling 30% across the state.
Thrives in 24/7 operations with occasional off-hours support.
Metrics-driven, results-focused, and operates in a merit-based environment.
Self-starter with initiative and independent problem-solving.
Thrives in high-volume, fast-paced settings and can pivot between priorities.
Balances urgency with empathy and proactively solves complex challenges.
Takes initiative, is self-sufficient, and adapts quickly to new systems or changes.
Committed to supporting a positive workplace culture and driving real business outcomes.
This is a high-impact opportunity for a hands-on HR Strategic Business Partner who thrives in the field and understands the nuance of supporting large, dynamic workforces. If you’re energized by aligning people strategy with operational execution, this could be your next move.
Note: Salary and disclosures reflect information as described in the posting. Vaco/Highspring provides equal opportunity employment information and notices as required by law. Submissions may be used for talent pooling and may involve AI-assisted screening as part of the process.
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Search Overview Vaco/Highspring has been engaged by a nationally recognized industry leader to identify a Regional HR Business Partner supporting a large, multi-location field operation. The role aligns directly with the company’s national HR and Talent strategy, partnering closely with both corporate leadership and on-site operations teams.
Compensation
Base Salary:
$100K-120K Base Salary
Annual Bonus:
15% discretionary
Company Vehicle Provided
(includes Insurance and Gas!)
Benefits
Medical, dental, vision, life, and disability insurance
401(k) with employer match
Paid time off (PTO)
Transit and parking reimbursement
Employee assistance resources (wellness, financial, legal)
Optional supplemental benefits (legal support, FSA, identity protection)
Key Role Requirements
Travel:
Must be willing and able to travel at least 30% of the time across the state of California.
24/7 Operations Support:
Must be comfortable supporting a 24/7 field operation, including occasional after-hours or off-shift work as business needs arise.
Metrics-Driven & Merit-Based:
Ability to track, interpret, and deliver on key HR metrics (turnover, PT/FT, employment engagement survey analytics, learning/compliance) in a merit-driven culture.
Self-Starter:
Highly motivated, proactive, and able to learn new systems and processes independently.
Role Overview
This is a 100% onsite position based in San Francisco when not traveling; not remote or hybrid. The role includes 30% travel on average yearly with peak travel in the summer months.
Candidates must currently reside in or near San Francisco, California.
Remote or relocation candidates will not be considered due to the urgency of this hiring need.
The HRBP will provide daily HR support and employee relations guidance to local managers and field operations teams in a high-volume, metric-driven environment.
Key Responsibilities
Serve as an internal business partner, delivering comprehensive HR programs, initiatives, and solutions to assigned field locations and functional areas across multiple territories/worksites.
Be a key member of the HR leadership team, providing both strategic and tactical support for a region covering up to 1000 employees across hourly workforce population including FT, PT.
Maintain a strong field presence: regularly visiting sites, building relationships, and acting as a first point of contact for HR matters, policy questions, and day-to-day support.
Manage and resolve a wide range of employee inquiries, including onboarding, benefits, FMLA, I-9s, employee relations, and investigations.
Ensure HR compliance with both legal requirements and company policies for all supported departments and sites.
Collaborate with management to define talent needs and implement HR programs and practices (e.g., organizational design, workforce planning, talent review, succession planning, talent acquisition, compensation management) that support location needs and company goals.
Facilitate leadership development, performance management, coaching, corrective actions, and employee recognition programs.
Analyze data and retention trends, proactively addressing issues to improve employee satisfaction and reduce turnover.
Lead or participate in the rollout of new HR platforms and initiatives, quickly adapting to evolving systems and tools.
Support the HR Director and contribute to broader people operations projects as needed.
Qualifications & Experience (Must Have's in Bold)
Bachelor's degree is a Must-Have
Minimum of 5 years
of progressive HR Generalist and/or HR Business Partner experience as a Strategic Leader, including measurable, metrics-driven impact in fast-paced, field-based operations. Strategic Business Leader experience is nice to have but not required.
Experience working with Unionized employee groups is a must-have
Travel Flexibility:
30% average travel and ability to work across multiple sites regionally with busy seasons.
HR analytics/metrics
(turnover, PT/FT, employee survey, learning/compliance) with a record of driving measurable business outcomes.
24/7 operations support
and ability to flex to off-hours as required.
Experience supporting high-volume, field-based operations
and hourly workforce populations (manufacturing, distribution/logistics, hospitality, or retail).
Experience in multi-location organizations with complex schedules
and shifting priorities.
Employee relations, investigations, conflict resolution, and policy interpretation .
Partnership with management to drive engagement, retention, and business outcomes .
HR systems, data analysis, and reporting
experience; benefits, FMLA, onboarding or similar platforms is a plus.
Excellent organizational, communication, and problem-solving skills .
Willingness to travel regionally
is a must.
SHRM-CP, SHRM-SCP, or similar HR certification preferred .
Ideal Candidate
Enjoys working directly with employees in the field and building relationships at all levels.
Comfortable traveling 30% across the state.
Thrives in 24/7 operations with occasional off-hours support.
Metrics-driven, results-focused, and operates in a merit-based environment.
Self-starter with initiative and independent problem-solving.
Thrives in high-volume, fast-paced settings and can pivot between priorities.
Balances urgency with empathy and proactively solves complex challenges.
Takes initiative, is self-sufficient, and adapts quickly to new systems or changes.
Committed to supporting a positive workplace culture and driving real business outcomes.
This is a high-impact opportunity for a hands-on HR Strategic Business Partner who thrives in the field and understands the nuance of supporting large, dynamic workforces. If you’re energized by aligning people strategy with operational execution, this could be your next move.
Note: Salary and disclosures reflect information as described in the posting. Vaco/Highspring provides equal opportunity employment information and notices as required by law. Submissions may be used for talent pooling and may involve AI-assisted screening as part of the process.
#J-18808-Ljbffr