Insomniac Clubs - SR HR Business Partner

Job Summary:

WHO ARE YOU?

Do you enjoy dance music? Do you excel in overseeing and administering all aspects of the Human Resources employee lifecycle? Then you're in luck! We are looking for a highly motivated and accountable self-starter who embodies a passion for dance culture, people and a love of Human Resources. Is this you? Read on…

THE ROLE

We are looking for a Senior HR Business Partner who will ensure compliance in these areas: HRIS process and data management, recruiting, onboarding, training and development, employee relations, and partnering with accounting on payroll processing. This position is under a separate entity, AAA Financial Services, Inc. that supports Insomniac Clubs Division. Organizational skills are a must as this role oversees the employee lifecycle of multiple locations and ensures the timely processing of all HR protocols and processes. This position is based out of our Glendale and Calabasas offices and on-site at our clubs and events.

RESPONSIBILITIES

Data Management

• Lead, build and implement system configuration for all processes and procedures within ADP Workforce Now. Facilitate system training and communication as needed

• Accountable for the effective implementation of various HR programs to facilitate value-added delivery, including HRIS, workforce and talent planning, performance management and total rewards

• Maintain a tracking system for all State or County Licensee or Certification requirements. Make recommendations on recertification and training. Track when certifications need to be renewed and ensure completion of renewals

• Maintain staff injury/incident reports

• Partner with Insomniac HR to ensure compliance with all data workflows and internal data audit efforts

Compliance

• Provide advice and counsel to managers and supervisors regarding personnel practices, policy, and employment labor laws

• Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed and develop department goals, objectives, and systems

• Ensure all company HR policies are created, updated, and applied consistently and in compliance with local, state and federal regulations

• Stay current on payroll systems to achieve alignment with the payroll team and their practices to ensure effective accounting support

• Reduce legal risks and ensure regulatory compliance by managing annual policy revisions and compliance audits, to comply with state/federal changes and rapidly changing legislation

• Develop and maintain OSHA Workplace and Safety programs

Employee Relations

• Coach, counsel and support leaders and employees while identifying and developing strategies that measurably improve the employee lifecycle

• Monitor and handle claims pertaining to unemployment and workers compensation

• Partner with managers to help resolve employee relations matters, advising on disciplinary actions and conducting employee investigations. Serve as subject matter expert and act as key resource for all employee relations - managing and resolving complex employee relation issues through effective, thorough, and objective investigations

Employee Lifecycle

• Own full recruitment lifecycle and facilitate various job changes

• Partner with Insomniac HR to ensure the continuous development and follow through of new recruitment strategies

• Partner with line management to ensure timely hand off of new hire information

• Oversee and administer all HR onboarding and payroll, ensuring compliance, maintaining accurate records, and streamlining the handling of people-related data

• Navigate our system, Accurate, to ensure the timely completion of background check screenings

• Design and facilitate various process, development, and compliance trainings.

• Provide partnership in annual budget planning and staff forecasting processes

• Keep management advised on potential problem areas and recommend/implement solutions as appropriate

• Other special projects and tasks as assigned and needed

QUALIFICATIONS

• Bachelors in HR, Finance, Psychology or related field

• Proficient in ADP Workforce Now preferred and/or other web-based payroll processing systems

• Familiarity with Airtable and Accurate are a plus

• Proven ability to timely and within compliance recruit and onboard employees

• Demonstrated comprehensive understanding of and experience in the core HR competencies including but not limited to employment law, organizational development, talent development, training, coaching, recruitment, workforce planning, compensation, benefits, payroll, and an overall understanding of HR policies and programs

• Proven success in partnering on performance management guidance (coaching, counseling, career development, corrective actions, investigations)

• Extensive knowledge of federal and state laws regarding employment practices and hiring best practices

• Ability to quickly establish and build effective working relations

• Established skills in coaching managers, facilitation, conflict resolution and relationship management

• Ability to balance strategic and operational tasks with strong organizational and time management skills

• Prior experience successfully operating with teams in different locations is a plus

• Experience communicating with all levels of organizations and project stakeholders

• Experience leading and utilizing analytics reporting across all business ventures

• Possess excellent organizational, communication, and analytical skills with the ability to prioritize and handle multiple tasks simultaneously in a fast-paced environment

• Demonstrate the highest level of personal ethics and professional integrity, ensuring an appropriate professional reputation within all levels of the organization

WORK ENVIRONMENT

• Must be able to tolerate loud noise levels & busy environments

• May work in drastic temperature climates while on site at events and venues

• Must be willing to frequently work and travel to work events during holiday, evening and weekend hours, as required, to meet deadlines and work events

Applicants for employment in the U.S. must possess work authorization, which does not require sponsorship by our company for a visa.

EQUAL EMPLOYMENT OPPORTUNITY

We strongly support equal employment opportunity for all applicants regardless of race, color, religion, sex, gender identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, sexual orientation, genetic information, or any other characteristic protected by state or federal law.

HIRING PRACTICES

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

Our recruitment policies are designed to place the most highly qualified persons available in a timely and efficient manner. We may pursue all avenues available, including promotion from within, employee referrals, outside advertising, employment agencies, Internet recruiting, job fairs, college recruiting and search firms.

Hiring Salary Range for Los Angeles, & Calabasas, CA: $85,000.00 - $105,000.00 USD

Please note that the compensation information provided is a good faith estimate for this position only and is provided pursuant to the California Salary Transparency in Job Advertisements Law. It is estimated based on what a successful California applicant might be paid. It assumes that the successful candidate will be in California or perform the position from California. Similar positions located outside of California will not necessarily receive the same compensation. AAA Financial Services, Inc. takes into consideration a candidate's education, training, and experience, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the California Law, a potential new employee's salary history will not be used in compensation decisions.