Business Partner Jobs in Rosemead, CA

p> Determining compensation for this role (and others) at Vaco by Highspring depends upon a wide array of factors including but not limited to:

• the individual’s skill sets, experience and training;
• licensure and certification requirements;
• office location and other geographic considerations;
• other business and organizational needs.
• Canadian residents may access our policies in English here and in French here.

p> Determining compensation for this role (and others) at Vaco by Highspring depends upon a wide array of factors including but not limited to:

• the individual’s skill sets, experience and training;
• licensure and certification requirements;
• office location and other geographic considerations;
• other business and organizational needs.
• Canadian residents may access our policies in English here and in French here.

The role partners with business users, SMEs, technology partners, product teams, data/reporting teams, and other stakeholders to understand business problems, define use cases, document current-state and future-state processes, gather requirements, and translate business needs into clear business, system, data, and technical-ready specifications. This position supports the Strategic Analysis Group work by helping convert business questions and use cases into practical deliverables such as process maps, use cases, user stories, requirements documentation, data dictionary entries, context diagrams, testing support materials, training documentation, and stakeholder-ready summaries.

p>The Human Resources Manager will oversee and manage all aspects of human resources functions for Growing Trees Inc., a language academy providing English and foreign language instruction to students. Administer payroll, track work hours, manage employee leave, and coordinate benefits enrollment, including health insurance, retirement plans, and paid leave programs.

p> Determining compensation for this role (and others) at Vaco by Highspring depends upon a wide array of factors including but not limited to:

• the individual’s skill sets, experience and training;
• licensure and certification requirements;
• office location and other geographic considerations;
• other business and organizational needs.
• Canadian residents may access our policies in English here and in French here.

Provides guidance to the business and develops creative solutions on a variety of total compensation issues including the setting of appropriate pay levels, base pay, annual incentives (including sales compensation) etc. After making a conditional offer and running a background check, if we are concerned about conviction that is directly related to the job, applicants will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report.

Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.

Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.

The Human Resources Manager will oversee and manage all aspects of human resources functions for Growing Trees Inc., a language academy providing English and foreign language instruction to students. Administer payroll, track work hours, manage employee leave, and coordinate benefits enrollment, including health insurance, retirement plans, and paid leave programs.

What You will Do : Leadership & People Strategy Serve as a trusted advisor and thought partner to the CEO, President, and Executive Leadership Team on all people, culture, and organizational matters Translate business strategy into people priorities, ensuring HR programs and initiatives enable growth and innovation Lead, develop, and inspire the HR team to deliver consistent, high-quality programs across all locations and business units Culture & Employee Engagement Champion and steward the unique culture and values of John Paul Mitchell Systems across every employee touchpoint Lead Company-wide programs that recognize, celebrate, and reinforce behaviors that define the JPMS culture Partner with executive leaders to model and reinforce values-based leadership at every level of the organization Talent Acquisition & Workforce Planning/Organization Design Set the enterprise talent acquisition strategy across corporate, distribution center, field, and international populations Partner with executive leaders on workforce planning, organizational design, and succession planning Oversee the employer brand and the candidate experience across all hiring channels and locations Ensure recruiting practices remain compliant with federal, state, local, and international employment law Talent Management, Performance & Development Lead the design and execution of performance management, talent reviews, and succession planning Drive a culture of ongoing feedback, coaching, and career development Partner with executive leaders on the identification, development, and progression of high-potential talent Oversee learning and development strategy aligned with current and future capability needs Total Rewards: Compensation & Benefits Set the total rewards philosophy and strategy, ensuring competitive, equitable, and fiscally responsible compensation and benefits programs Provide oversight of the Senior Manager, Employee Benefits & Risk Management and the Payroll Manager through dotted-line partnerships, ensuring aligned, accurate, and compliant delivery of pay and benefits Lead annual compensation planning and salary structure design in partnership with the President and CFO Oversee and contribute to the design, governance, and compliance of the Company’s health, welfare, and retirement programs Employee Relations & Compliance Co-lead the Company’s approach to employee relations, partnering with the HR team and legal counsel on complex matters Ensure compliance with all federal, state, local, and international employment laws across the Company’s operating geographies Oversee HR policies, the employee handbook, and other resources, keeping content current with changing laws and business needs HR Operations, Systems & Analytics Provide oversight of HR systems (“HRIS”), processes, and data integrity across the employee lifecycle Drive process improvement and operational excellence across the HR function Build the people analytics capability to inform executive decision-making with workforce data and insight International Workforce Partner with EMIA & APAC leadership on international HR matters, including expansion, Employer of Record relationships, and cross-border talent strategy Ensure consistent application of JPMS culture, values, and talent practices across international operations Miscellaneous Support projects and other duties as assigned within scope of the role Compensation details: 200000-250000 Yearly Salary PIb61282b6555f-25448-408602735c143e31-5e48-4549-b638-05792d185386 We’ve been serving the professional beauty industry with salon-quality hair care products, styling tools and professional hair color through our family of brands including Paul Mitchell, MITCH, Awapuhi Wild Ginger, Tea Tree, Paul Mitchell Tools, Neuro, The Demi, Paul Mitchell the color, Blonde, and Color XG.

While this position supports both field and non-field employees, success in this role requires someone who is comfortable being visible, engaged, and proactive in the field—building relationships, addressing issues early, and supporting leaders where the work is happening. At Keller, we’re looking for a Senior HR Generalist who thrives in a construction-driven environment, partners closely with operations, and brings practical, solutions-oriented HR support across the business—with a strong emphasis on supporting our field teams.

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While this position supports both field and non-field employees, success in this role requires someone who is comfortable being visible, engaged, and proactive in the field—building relationships, addressing issues early, and supporting leaders where the work is happening.

At Keller, we’re looking for a Senior HR Generalist who thrives in a construction-driven environment, partners closely with operations, and brings practical, solutions-oriented HR support across the business—with a strong emphasis on supporting our field teams.

p>The Employee Benefits Account Manager will play a vital role in managing and maintaining client relationships, ensuring seamless delivery of employee benefits services. This position requires a detail-oriented professional with expertise in the business services industry to support clients' human resources needs effectively.

Please email your resume via word document and list in the email subject: OfficeTraineeHR#2026 LA Christine administrative/office functions for the Human Resource/Administrative Manager.

p>Under general supervision (HR Business Partner) or general direction (HR Business Partner, Senior), this role partners closely with leaders and managers to address workforce challenges, implement HR initiatives, and support a high-performing, engaged workforce.

This is an exempt position in salary grade 195 (Human Resources Business Partner): Min - $91,852.80 | Mid - $109,137.60 | Max - $126,401.60/year or in salary grade 205 (Human Resources Business Partner, Senior): Min - $101,275.20 | Mid - $120,307.20|

Share this job: Share Human Resources Business Partner - Production with Facebook Share Human Resources Business Partner - Production with Twitter Share Human Resources Business Partner - Production with a friend via e-mail Share Human Resources Manager Production- FL with LinkedIn. Specialized expertise and broad knowledge of most functional areas of HR, knowledge of human resource laws and regulations; detailed understanding of compensation and benefits policies and program, employee relations practices and staffing techniques.

Under general supervision (HR Business Partner) or general direction (HR Business Partner, Senior), this role partners closely with leaders and managers to address workforce challenges, implement HR initiatives, and support a high-performing, engaged workforce. | Mid – $109,137.60 | Max – $126,401.60/year or in salary grade 205 (Human Resources Business Partner, Senior): Min – $101,275.20 | Mid – $120,307.20|

This role will support both onsite and remote teams across multiple locations, partnering closely with leadership to drive employee engagement, performance management, employee relations, and organizational effectiveness. The Human Resources Business Partner (HRBP) serves as a strategic partner to leadership and employees by providing guidance, coaching, and support across a broad range of HR functions.

p>In this role, the Human Resources Business Partner provides strategic business partnerships to client groups and provides manager and employee support to leaders regarding the full range of HR support spanning from organizational to individual and administrative.

• Supportclientgroupontheday-to-dayHRactivities,ensuringoperational success, follow-up on the annual HR priorities and driving alignment and initiativestomeetbusinessobjectives(i.e.recruiting,talentmanagement, employee and leadership development, HR administration, annual HR processes, etc.).