HR BUSINESS PARTNER II

Sally Beauty Holdings, Inc.; Sacramento (CA); On-site; USD 110,000 - 150,000; Full time

Job summary

Sally Beauty Holdings is seeking an HR Business Partner II to align business objectives with field leadership in California and drive talent development across regional teams.

The role focuses on coaching leaders, workforce planning, and delivering value-added HR solutions while ensuring compliance and supporting business performance.

Qualifications

• Bachelor’s degree and relevant industry experience.
• SHRM-CP or SHRM-SCP certification.
• 8–10 years of experience resolving complex employee relations issues.
• Working knowledge of HR disciplines including compensation, org diagnosis, employee relations, diversity and employment laws.

Responsibilities

• Drive recruiting strategies to build a talent pipeline and train local teams.
• Provide guidance on business restructures, workforce planning and succession planning.
• Coach leaders to deliver an exceptional customer experience and KPIs.
• Lead investigations and address associate relations issues while minimizing risk.

Skills

Talent Builder

Team Builder

Effective Communicator

Results Driver

Problem Solver

Education

Bachelor’s degree

SHRM-CP or SHRM-SCP certification

Job description

HR Business Partner II – Remote (California)

Applicants must reside in the state of California.

“At Sally Beauty Holdings, we find beauty in diversity. Our inclusivity and self-expression are what fuel our innovation and growth. You are welcome here, and you can thrive here. We find beauty in YOU. Join us.”

Essential Function

The HR Business Partner (HRBP) position is responsible for aligning business objectives with associates and field leadership in their designated Regional Teams. The HRBP serves as a consultant to field management on human resources-related issues. The successful HRBP will act as an associate champion and change agent. The HRBP assesses and anticipates HR-related needs, communicates these proactively with our HR department and business management, and develops integrated solutions and partnerships across their Regional Team to deliver value-added service that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the Region and the company’s financial position, midrange plans, culture, and competition.

Primary Duties

40% People:

Drive recruiting strategies to build a talent pipeline, identify opportunity areas, and train local teams. Active on LinkedIn and all digital networking platforms, maintain a strong external candidate network to fill positions when required. Assess field leaders’ abilities to determine talent opportunities and their impact on performance. Engage in talent reviews and succession planning, promote the right talent and build career pathing for high performers. Assess development needs from a business perspective and take ownership for addressing them. Develop and implement tools to drive talent development.

Provide guidance and input on business unit restructures, workforce planning, and succession planning. Align strategy, structure and culture to maximize business drive. Consistently engage field leaders regarding their strengths and opportunities while leveraging IDPs to improve capabilities. Ensure store managers engage and develop their teams. Build strong working relationships with all business partners. Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies. Use insights from the organization to improve talent and business outcomes. Develop and administer necessary training to build skills in leadership, recruiting, engagement, and associate relations. Support Greenhouse, Thrive training and other leadership tools and programs to reinforce skill building.

30% Brand:

Through coaching and consulting work with leaders on the importance and practice of delivering an exceptional customer experience that maximizes sales/KPIs and drives customer loyalty in assigned stores. Understand the competitive landscape by observing and studying the competition, share insights with relevant business partners and supervisor. Develop disciplines that drive behavior so all brand standards are met. Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention. Provide day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions).

15% Safety/Loss Prevention:

Ensure processes are followed to keep the store environment safe for associates and customers; all policies and procedures are followed. Analyze and utilize all available reporting. Lead investigations in addressing associate relation issues, use data to understand development opportunities to mitigate future issues and minimize company risks. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed. Provide HR policy guidance and interpretation.

15% Operations:

Drive execution of all company processes through training, management, analysis and continuous improvement. Review staffing levels to leverage payroll and overtime. Ensure support for all processes to support digital strategies such as Omni-channel fulfillment. Analyze and share reporting on turnover and retention, ER trends, other HR KPIs, and monitor completion of training, performance appraisals and other Thrive programs. Partner with Regional Team on business objectives. Participate in regional meetings and calls regularly. Travel with Regional Director and team frequently to identify strengths and opportunities of regional execution of programs, keep a pulse on culture, identify training needs, and understand market threats and opportunities.

Knowledge, Skills and Abilities

Bachelor’s degree and relevant industry experience. SHRM-CP or SHRM-SCP certification. Minimum of 8 to 10 years experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws.

Competencies / Attributes

Talent Builder: Drives all required activities in the talent development process; interviews, performance appraisals, QPRs, and IDPs. Creates a diverse and inclusive team, actively encourages input from others and listens.

Team Builder: Driver of information sharing and collaboration. Actively demonstrates teamwork/collaboration within the company. Builds and/or participates in effective teams and values the importance of diverse thoughts and input from various sources. Understands the successful outcomes when collaboration occurs.

Effective Communicator: Is emotionally astute when communicating and authentic in style; embraces EQ. Shares information in a timely manner, always encourages others to express their views and opinions to develop better outcomes.

Results Driver: Effective at driving and delivering plans, holds self and team accountable to a high standard to deliver objectives. Effective with time management, always focusing on the right priorities and uses resources wisely. Leads and motivates the team, adjusting strategies and plans where needed. Demonstrates determination to succeed.

Problem Solver / Decision Maker: Able to consume relevant data and information to understand business issues, make recommendations, and take action. Considers impact of decisions against costs, risks, volume of work and impact on field leaders and stores.

Working Conditions / Physical Requirements

Ability to travel 50% or greater. Attend national and regional meetings as necessary. The work environment involves everyday risks or discomforts that require normal safety precautions typical of offices, meeting and training rooms, retail stores, and commercial vehicles. The work area is adequately lit, heated and ventilated. The work is sedentary; employee may sit comfortably, walk, stand, bend, carry light items, use a keyboard, drive an automobile. No special physical demands are required.

Benefits

We offer a competitive salary and outstanding benefits package that includes medical, dental, vision, life insurance, paid vacation and sick days, paid holidays, tuition reimbursement and 401(k) with company match. Associates may also take advantage of our in‑house salon with complementary services and varied food options at our corporate campus. Featured onsite stores provide merchandise discounts.

Qualified applicants will receive consideration for employment without regard to their race, color, religion, national origin, sex, or disability.