Job Description

The role of the Human Resources Business Partner, US (HRBP) must parallel the needs of our growing, changing organization.  As a member of the Global Operations Team, the HRBP, US will partner with field leaders on a variety of HR initiatives in the areas of operational effectiveness, learning, performance management, compensation and benefits, employee relations, team safety, compliance, recruiting and hiring. This role will partner with the Field and Operations Teams including Member Experience, Facilities, IT, Club Process, Club Projects, Communications and Strategy. This is a broad-based HR role that includes diverse responsibilities from the administrative functions of onboarding and offboarding Team Members to the handling of complex investigations and legal compliance.

ESSENTIAL FUNCTIONS & RESPONSIBILITIES

• Provide support to Team Members, club managers and multi-unit leaders through both remote and in-person, on-site interactions and communication.
• Responsible for ensuring adherence to federal and state labor laws, health and safety protocols, and benefits and leave regulations.
• Stay accountable for determining, implementing and reinforcing Human Resources and Team Member-related policies and procedures.
• Act as a consultant to influence the business, deliver constructive advice, diagnose and resolve problems and positively influence change.
• Lead and support the development of a performance-oriented culture through strategic goals and initiatives.
• Implement strategic talent and organizational development initiatives that address the evolving needs of the business, and programs designed to drive positive change (e.g., reporting structure, succession planning, compensation competitiveness, etc.).
• Support the communication of company initiatives.
• Partner with Field Leadership to determine needs for Team Members, keeping alignment with corporate direction, strategic initiatives and Human Resources best practices. (e.g., talent recruitment, development and training; Team Member engagement; succession planning; performance management; legal/regulatory compliance; compensation, safety and benefit policies and practices)
• Lead, develop, and support the development and execution of succession plans and conduct talent reviews to assist with implementation of succession plans.
• Possess a thorough understanding of all training and development programs in an effort to lead and support business units.
• Provide performance management guidance on all appropriate matters.
• Proactively seek knowledge of both industry and functional specialty. Researching best practices, legal developments, emerging trends, technological advancements and benchmark comparisons in order to create HR practices that are best in class.
• HR subject matter expert and resource for the business unit leaders.
• Drives Team Members’ engagement through recognition and reward programs, communications, meetings and focus groups.
• Provide strategic, hands-on expertise on HR policy and practices.
• Consults legal counsel to ensure that policies comply with federal and state law.

SKILLS & QUALIFICATIONS

• Proven knowledge of all core HR processes including performance management, leadership development, talent management, compensation & benefits, succession planning, training and organizational development.
• Experience supporting a multi-unit retail business to provide strategic guidance and practices to drive retention and engagement of Field talent.
• Prior experience promoting an atmosphere which inspires Team Members to excel and develop.
• Smart, creative, compelling, driven. Creates a sense of urgency and is energized by speed.
• Proven experience working well with others to maintain and build cross-functional (internal and external) relationships.
• Strong written and oral communication skills.  Prior experience clearly expressing complex ideas, strong presentation skills, and ability to create compelling job descriptions. 
• Bachelor's degree from four-year college or university.
• At least three years of Human Resources experience, preferably in a multi-unit business.
• Experience working with a remote workforce.
• Strong working knowledge of California employment laws required.
• This position will require frequent travel within the greater Sacramento area and occasional travel to Texas, New Hampshire, and other states as business need dictates.
• Workday experience is a plus.

PHYSICAL DEMANDS

• This position is required to talk in person or on the phone. Ability to continuously stand or walk, bend, squat and occasionally lift up to 50 pounds. This job is subject to a variety of physical conditions when in the club environment.
• This job also operates in a professional office environment and uses standard office equipment, such as computers, phones, copiers, filing cabinets, fax machines.

Employees at a franchise location are employed by the Franchisee and are not employees of PFHQ (the Franchisor). PFHQ neither dictates nor controls labor or employment matters for franchisees or their employees, and does not retain any reserved authority to control the terms and conditions of employment for franchisees or their employees. Each franchisee is responsible for ensuring compliance with local, state and federal law.