Sr. HR Business Partner

Patriot Environmental Services, Inc.; Signal Hill (CA); On-site; USD 120,000 - 145,000; Full time

Benefits offered by this job

Health, Dental and Vision insurance

Wellness Program

Flexible Spending Accounts

Life Insurance

Long-Term Disability

Employee Assistance Program

Tuition Reimbursement

Job summary

Crystal Clean LLC is seeking a Senior HR Business Partner to serve as a strategic and hands-on advisor across a rapidly growing industrial services organization. You will partner with divisional leaders to design structures, lead talent forecasting, and align compensation with growth goals while addressing ER and compliance in a safety-sensitive, field-heavy model.

With 7–10+ years of HRBP experience, you will maintain a strong on-site presence, travel extensively (40%+), and coach leaders

Qualifications

• Bachelor’s degree in HR, Business Administration, or related field required.
• 7–10+ years HR experience including HRBP in field-based/industrial environments.
• CA employment law knowledge essential; strong communication skills.
• Willingness to travel 40%+ and work in safety-sensitive settings.
• Ability to analyze data and use AI and Excel.

Responsibilities

• Partner with divisional leadership to assess, design, and evolve organizational structures, span of control, and talent models to support growth and scalability.
• Translate business strategy into actionable people plans, workforce forecasts, and succession strategies.
• Serve as a trusted advisor to division leaders on change management, leadership effectiveness, and culture integration following growth, acquisitions, or restructuring.
• Collaborate with Talent Acquisition to develop and execute hiring strategies for industrial, technical, and leadership roles.
• Advise leaders on workforce planning, talent gaps, and proactive pipeline development.
• Participate in the interview and selection process for key leadership and hard-to-fill roles.
• Partner with Compensation to support annual compensation planning, job architecture, and pay decisions.
• Advise leaders on incentive programs, retention strategies, and corrective actions related to performance and pay.
• Support performance management processes, leadership development planning, and succession readiness.
• Provide hands-on guidance on employee relations matters, investigations, corrective action, and terminations.
• Ensure policies are applied legally and consistently across locations.
• Mitigate employee-related risk with Legal, Safety, and Operations support.
• Stay current on federal, state, and local labor laws impacting the division, especially in safety-sensitive settings.
• Maintain a strong on-site presence to build credibility with leaders and employees.
• Coach frontline and mid-level leaders on people management and engagement.
• Act as a connector between corporate COEs and the field for practical solutions.
• Lead workers’ compensation, LOA management, and return-to-work programs to minimize disruption.

Skills

Leadership

Strategic thinking

Employee relations

Change management

Communication

Field presence

Talent management

Education

Bachelor’s degree in HR/Business

Master’s degree or SHRM/SPHR preferred

Job description

The SR HR Business Partner (SR HRBP) serves as a strategic and tactical advisor to divisional leadership within a fast-growing Industrial Services business operating in heavy industrial environments. This role partners closely with senior leaders to design and scale the organization, attract and retain critical talent, align compensation programs with growth objectives, and proactively address employee relations (ER) and workforce challenges in a safety-sensitive, decentralized service model. This role will support a headcount of 500 employees, heavily focus in California (200 EE's) with branches also located in WA, OR, CO, NV, AZ, OH, IL, IN, FL, NC, NJ, and continuing to expand nationwide.

Given the extreme growth experienced in a short timeframe, this role requires a leader who thrives in ambiguity, balances long-term strategy with near-term execution, and is comfortable being highly visible in the field.

Essential Functions

Strategic Business Partnership & Organizational Design

• Partner with divisional leadership to assess, design, and evolve organizational structures, span of control, and talent models to support rapid growth, operational efficiency, and scalability.
• Translate business strategy into actionable people plans, workforce forecasts, and succession strategies.
• Serve as a trusted advisor to division leaders on change management, leadership effectiveness, and culture integration following growth, acquisitions, or restructuring.

Talent Acquisition & Workforce Planning

• Collaborate with Talent Acquisition to develop and execute targeted hiring strategies for industrial, technical, and leadership roles in competitive labor markets.
• Advise leaders on workforce planning, talent gaps, and proactive pipeline development to support sustained growth.
• Participate in the interview and selection process for key leadership and hard-to-fill roles.

Compensation Planning & Performance Management

• Partner with Compensation to support annual compensation planning, job architecture, and pay decisions that are competitive, equitable, and aligned to division performance.
• Advise leaders on incentive programs, retention strategies, and corrective actions related to performance and pay.
• Support performance management processes, leadership development planning, and succession readiness.

Employee Relations, Compliance & Risk Mitigation

• Provide hands‑on guidance and support to leaders and managers on complex employee relations matters, including investigations, corrective action, and terminations.
• Ensure consistent, legally defensible, and values‑based application of policies across a multi‑site industrial environment.
• Partner with Legal, Safety, and Operations to mitigate employee‑related risk while supporting business execution.
• Stay current on federal, state, and local labor laws impacting the division, particularly in safety‑sensitive and industrial settings.

Field Engagement & Leader Enablement

• Maintain a strong on‑site presence across facilities to build credibility with leaders and employees.
• Coach and develop frontline and mid‑level leaders on people management, documentation, performance conversations, and employee engagement.
• Act as a connector between corporate COEs (HR Operations, Safety, TA, Comp & Benefits) and the field to ensure practical, timely solutions.

Workers’ Compensation, Leave of Absence & Return-to-Work Management

• Serve as the divisional HR lead for workers’ compensation and leave of absence (LOA) management, partnering closely with Benefits, Safety, Risk, and Legal.
• Support leaders in managing industrial injury claims, ensuring timely reporting, appropriate documentation, and consistent follow‑through aligned with safety and compliance standards.
• Guide managers on job accommodations, modified duty, and return‑to‑work programs to minimize lost time and support employee recovery while balancing operational needs.
• Provide oversight and strategic input on FMLA, ADA, state‑specific leave laws, and company LOA policies, ensuring consistent, legally defensible application across locations.
• Coach leaders on communicating effectively and empathetically with employees navigating injuries or extended leaves in a safety‑sensitive, service‑driven environment.
• Ensure LOA and workers’ comp practices scale appropriately in a high‑growth environment with frequent hiring, mobility, and field‑based roles.

Education & Essential Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree or SHRM/SPHR preferred.
• 7-10+ years of progressive HR experience, including HRBP experience supporting operations, industrial services, manufacturing, construction, or field‑based service organizations.
• Proven experience operating in high‑growth, fast‑changing environments requiring both strategic influence and tactical execution.
• Strong working knowledge of employee relations, labor and employment law (CA required), compensation fundamentals, and organizational design.
• Demonstrated ability to influence senior leaders and coach managers at all levels.
• Comfortable working in heavy industrial, safety‑sensitive environments and traveling extensively (40%+).
• Driver license and ability to fly by plane
• Comfortable analyzing data and using AI and excel
• Business acumen and operational mindset
• Strategic thinking with hands‑on execution
• Credibility with frontline and senior leaders
• Change leadership and resilience
• Strong communication and relationship‑building skills

This role operates in a combination of office, field, and industrial service locations, including active job sites, shops, and customer facilities. The HRBP must be comfortable working in environments with exposure to industrial hazards and adhere to all safety requirements while on‑site.

Crystal Clean LLC is an Equal Opportunity Employer. Crystal Clean expressly values diversity, equity, and inclusion, and encourages the applications of individuals from diverse backgrounds, so that Crystal Clean reflects the communities and customers that we serve.

The anticipated salary range for this position is , $ 120,000.00 - $145,000.00 and includes benefits such as the following:

• Health, Dental and Vision insurance
• Wellness Program
• Flexible Spending Accounts
• Life Insurance
• Long‑Term Disability
• Employee Assistance Program
• Tuition Reimbursement

Location(s)

1250 23rd St., Signal Hill , California 90755 , United States

EEO Statement Crystal Clean LLC is an Equal Opportunity Employer. Crystal Clean expressly values diversity, equity, and inclusion, and encourages the applications of individuals from diverse backgrounds, so that Crystal Clean reflects the communities and customers that we serve.