HR Business Partner Senior I - Los Angeles, CA
 SoCalGas | |
 United States, California, Los Angeles | |
 May 20, 2026 | |
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SoCalGas, the nation's largest gas distribution utility, is dedicated to providing safe, reliable, and affordable energy to over 21 million Southern California customers. Through innovation, collaboration, and an unwavering commitment to the needs of our communities we proudly uphold our mindset of "Glad to be of Service" and provide exceptional customer service today and ready to meet California's energy needs with innovative solutions for tomorrow.
As an employee of SoCalGas, you will support our core values to do the right thing, champion people, and shape the future. You will play a pivotal role in the energy transition initiatives, supporting our mission: Safe, reliable, and affordable energy delivery today. Ready for tomorrow. We are committed to attracting top talent and fostering a diverse workforce that reflects the vibrant communities we serve. As an employee of SoCalGas, you'll enjoy a competitive compensation plan, upward mobility opportunities and the ability to find a true work life balance. Discover the rewards of joining SoCalGas by exploring our website: Our Mission; Sustainability, In the Community, and Employee Benefits. Join SoCalGas today and become a vital part of a team that is driving innovation, championing community needs, and shaping the future of energy in California. Primary Purpose Delivers expert HRBP services for complex teams or a multifunction client group. Leads negotiations on talent and organization decisions, resolves sensitive issues, and influences leaders through datadriven recommendations. Operates with minimal supervision. Duties and Responsibilities * Leads workforce planning for a business area; models scenarios for growth, restructuring, or location changes. * Drives succession planning and readiness for pivotal roles; defines development moves and timelines. * Partners with Compensation to align pay decisions with performance and market positioning; advises on differentiation. * Resolves escalated employee relations matters in partnership with ER and Legal; balances precedent and risk. * Guides leaders through change initiatives; assesses readiness, crafts communication plans, and measures adoption. * Designs targeted retention strategies for highrisk populations and tracks outcomes. * Facilitates leadership team effectiveness sessions and documents commitments. * Reviews policy exceptions and recommends consistent, valuesaligned approaches. * Performs other duties as assigned. | |