HR Business Partner

Bright Event Rentals; Los Angeles (CA); On-site; USD 110,000 - 150,000; Full time

Benefits offered by this job

Medical Insurance

Dental Insurance

Vision Insurance

Life Insurance

Short-Term Disability

Long-Term Disability

Telehealth Services

Wellness programs

Flexible Spending Accounts (FSAs)

Employee Assistance Program

401(k) with employer matching

Paid time off

Job summary

The Bright Experience is hiring an HR Business Partner to act as a strategic advisor aligning people strategy with business goals across Southern California locations. You will partner with senior leaders to shape culture, lead talent reviews, and implement core HR programs.

You will coach leaders, manage employee engagement, and drive regional HR initiatives including performance and compensation processes, with travel to different sites as needed.

Qualifications

• 5-7 years of progressive HR experience, including at least 3 years in a generalist or HRBP role.
• Experience supporting hourly, non-exempt and field/warehouse workers in a fast-paced setting.
• 3+ years in California employment law (wage/hour, breaks, leave).
• Experience coaching managers through performance management and terminations.
• Willingness to work at Southern California locations 4 days/week with occasional travel.

Responsibilities

• Serve as a strategic HR partner to regional leaders to align people strategies with business goals.
• Provide coaching and feedback to senior and emerging leaders to improve effectiveness.
• Lead regional talent reviews, succession planning, and internal development.
• Drive regional rollout of HR programs such as performance management and compensation reviews.
• Manage employee engagement initiatives and change management across sites.

Skills

HR generalist

Coaching managers

California employment law

Bilingual English/Spanish

Change management

Talent strategy

Employee relations

Education

SHRM-CP/SCP or PHR/SPHR preferred

CA-specific knowledge such as PHRca

Job description

The Bright Experience

From weddings and celebrations to corporate gatherings and major sporting productions, our team works behind the scenes to bring events to life. We take pride in delivering exceptional experiences, embracing creativity, and making every event run seamlessly.

Description

The Bright Experience

From weddings and celebrations to corporate gatherings and major sporting productions, our team works behind the scenes to bring events to life. We take pride in delivering exceptional experiences, embracing creativity, and making every event run seamlessly.

We believe extraordinary events start with extraordinary people. If you take pride in your work, enjoy collaborating with a supportive team, and want to be part of something bigger, you’ll feel at home here.

Position Summary

The HR Business Partner (HRBP) is a key strategic advisor and change agent responsible for aligning people strategies with business goals within a specific location or region. This role partners closely with senior leaders to shape culture, develop talent, elevate leadership capability, and implement core HR programs.

Key Responsibilities

Strategic HR Partnership

• Serve as a trusted advisor to regional and local leaders, providing insights on talent, culture, and organizational design.
• Understand business priorities and proactively recommend and implement HR strategies to support growth and operational success.
• Act as a culture ambassador, helping leaders model company values and maintain a cohesive culture across distributed teams.

Leadership Coaching & Development

• Provide one‑on‑one coaching and feedback to senior and emerging leaders to improve effectiveness and leadership capability.
• Facilitate team effectiveness sessions, leadership retreats, or strategic off‑sites as needed.

Talent Strategy & Organizational Development

• Drive talent reviews and succession planning efforts within the region.
• Identify and address talent gaps through internal development, hiring, or performance improvement.
• Promote internal mobility and career growth across teams.
• Lead the recruiting process for the region.

Program Implementation

• Lead regional rollout and adoption of HR initiatives such as performance management, compensation reviews, and employee engagement.
• Execute annual processes like open enrollment or merit cycles for the region by advising leaders and ensuring alignment with organizational practices.

Change Management & Employee Engagement

• Drive change initiatives within the region with clear communication, thoughtful planning, and stakeholder alignment.
• Monitor engagement trends and partner with leaders to implement action plans that enhance employee experience and retention.
• Manage sensitive employee relations or escalated matters in partnership with HR leadership and legal as appropriate.

HR Leadership

• Lead a small team of HR Generalists and/or Coordinators responsible for hiring, onboarding, offboarding, and employee relations

What Makes Us Special

Compensation and Benefits

• Competitive pay + monthly bonus opportunity
• Paid time off and company holidays
• Comprehensive benefits package including:
• Medical, Dental, and Vision Insurance
• Company-Paid Basic Life and AD&DD Insurance
• Short-Term and Long-Term Disability
• Telehealth and Wellness programs
• Flexible Spending Accounts (FSAs)
• Employee Assistance Program
• 401(k) with employer matching

Our Culture & Work

• A team that has your back: We work across sales, warehouse, logistics, and operations to make every event successful. When challenges come up, our teams step in and support each other.
• Work that creates real moments: Every event represents something meaningful-a wedding, a celebration, a milestone, or a major gathering. Our work helps create experiences people remember for years.
• Pride in craft and reliability: We deliver consistently and professionally. Our team cares about the details, the quality of our products, and the experience we provide.
• Opportunities to grow: As we continue to expand, we invest in development, training, and career growth across roles, departments, and locations.
• Innovation and creativity: We encourage fresh ideas and empower our teams to find new ways to deliver exceptional events.
• Fun with impact: We work hard, support each other, and take pride in being part of something meaningful.

Requirements

What You Bring

• 5-7 years of progressive HR experience, including at least 3 years in a generalist or HRBP role supporting multiple locations.
• Direct experience supporting hourly, non‑exempt, and field or warehouse workforces, such as drivers, crews, and warehouse staff, in a fast-paced operational setting.
• At least 3 years of experience with California employment law. That means wage and hour rules, meal and rest breaks, PAGA exposure, and leave laws.
• Experience coaching managers through performance management, corrective action, and terminations.
• Ability to work in one of our Southern California locations at least 4 days a week, with one day of travel every 1-2 weeks to another location
• Exposure to seasonal hiring surges and high-volume recruiting is strongly preferred.
• SHRM‑CP/SCP or PHR/SPHR preferred. CA‑specific knowledge such as PHRca is a plus.
• Bilingual English/Spanish is strongly preferred.

Core competencies

• Business acumen: understands how operations, sales, and margins work, and connects HR actions to business results rather than treating them as compliance exercises.
• Employee relations judgment: handles investigations, conflict, and sensitive situations in a fair, consistent, and legally defensible way.
• Manager coaching: builds frontline leaders' confidence to handle performance, feedback, and difficult conversations themselves.
• Field presence: visible and credible on the warehouse floor, not just in the office, and willing to travel regularly across sites.
• Culture stewardship: reinforces company values and engagement across locations with different histories and legacy cultures.
• Data orientation: uses turnover, engagement, and headcount data to spot problems and make recommendations.
• Influence without authority: pushes back on leaders when needed and builds trust with Regional Presidents and site managers.
• Organization and follow‑through: manages a high volume of issues across sites without dropping anything.