Sacramento, Richmond & San Jose area - In office, Part time 10am-6pm PST, 3 days a week.
About Booster
We support the planet, and everyone on it.Stewardship is one of our core values, and it drives us to accelerate the transition to clean, environmentally friendly, cost effective energy.Stewardship also drives us to support our employees and drive play, purpose, and potential every day for our teams.We’re the catalyst to better energy for you, your community, and our planet.We live our values and expect our team members to do the same.We know that our values are the core of our interactions, our choices, our decision making, and ultimately, our business success.Before choosing to apply, please evaluate if your personal values align with ours.
- Safety - Our daily guiding principle.
- Customer - The heart of all our actions
- Integrity - Do the right thing, even when no one is looking
- Excellence - Never settle.Always raise the bar.
- Bold - Be brave and create the future.
- Stewardship - Support the planet and everyone on it.
About the role
As a Senior HR Business Partner for the Operations function, you will play a pivotal onsite role in aligning human resources strategies with business objectives. The Bay area has the largest Operations population and it is critical to be a part of the team.You will be responsible for supporting, advising, and managing HR-related initiatives for Service Professionals and Operations leaders. This position requires a deep understanding of HR best practices, strong business acumen, and the ability to influence key stakeholders while fostering a positive and productive work environment.As a Senior HRBP you bring a deep expertise in specific areas like talent management, succession planning, employee engagement.
Developing workforce strategies to support business objectives, advising leadership on retention, identifying performance gaps within teams, facilitating leadership development initiatives, analyzing employee data to inform strategic decisions.
Key Responsibilities:
Strategic HR Partnership:
- Partner with business leaders in person to provide HR solutions that align with organizational objectives and drivers’ needs
- Support the development and implementation of workforce strategies, workforce planning for onsite drivers
- Provide guidance to senior leadership on employee relations, performance management, and organizational change to ensure compliance to laws and regulations
Employee Relations:
- Act as a point of contact for addressing and resolving employee concerns, disputes, or grievances among office-based drivers.
- Promote a positive workplace culture by implementing initiatives that support employee engagement, retention, and overall satisfaction.
Talent Management:
- Oversee talent acquisition processes for driver roles, ensuring a steady pipeline of qualified candidates.
- Develop and drive learning and development programs tailored to the needs of drivers and related office staff.
- Manage performance review cycles, including coaching, feedback, and career development planning.
Compliance & Policies:
- Ensure adherence to all local, state, and federal labor laws and regulations pertaining to office-based drivers.
- Develop, implement, and communicate HR policies and procedures that are relevant to drivers’ roles and office operations.
Change Management:
- Lead change initiatives to adapt to evolving business needs, technological advancements, or process improvements that impact drivers and their roles.
- Support organizational changes with effective communication strategies to ensure smooth transitions and minimal disruption.
Data-Driven Decision Making:
- Leverage HR analytics and metrics to inform decision-making and identify trends related to driver performance, turnover, and employee engagement.
- Provide reports and actionable insights to senior management on key HR metrics.
Health, Safety, and Well-being:
- Ensure that health, safety, and well-being programs are implemented and consistently followed for office-based drivers
- Provide ongoing support and guidance with worker’s compensation claims
- Promote programs that focus on physical and mental well-being, considering the unique needs of drivers.
Key Requirements:
Education:
- Bachelor’s degree in Human Resources, Business Administration, or a related field. A Master’s degree or relevant HR certifications (e.g., SHRM-CP, PHR) are a plus.
Experience:
- Minimum of 5+ years of experience as an HRBP or Snr HRBP, preferably in the transportation, logistics, or driver-related industries.
- Proven track record of managing HR functions for a diverse workforce, particularly for office-based drivers or field teams.
- Experience in employee relations, conflict resolution, and performance management in a fast-paced environment.
- Strategic Alignment: Aligning HR strategies and initiatives with the overall business objectives and goals.
- Talent Management: Attracting, developing, and retaining top talent through effective recruitment, performance management, and succession planning.
- Employee Relations: Managing employee concerns, conflicts, and issues to maintain a positive workplace culture.
- Change Management: Guiding employees and leadership through organizational transitions and changes effectively.
- Communication Skills: Excellent written and verbal communication to convey complex information clearly to various stakeholders.
- Relationship Building: Establishing strong connections and partnerships with business leaders, managers, and employees.
- Performance Management: Coaching managers on setting goals, providing feedback, and conducting performance reviews.
- Analytical Skills: Analyzing data and trends to identify insights and inform decision-making
- Leadership Skills: Inspiring and motivating teams to achieve results while acting as a trusted advisor
Skills and Competencies:
- Excellent interpersonal and communication skills, with the ability to build strong relationships at all levels of the organization.
- Strong problem-solving abilities and an analytical approach to HR decision-making.
- Deep understanding of HR best practices, labor laws, and industry-specific regulations.
- Proficient in HRIS systems and Microsoft Office Suite.
- Ability to manage multiple projects simultaneously and prioritize effectively.
Not sure if you meet the qualifications? Apply anyway! We’re building a diverse team with perspectives from every industry. If you find yourself meeting some but not all of the above, we’d still love to hear from you!Salary: $100,000 - $130,000
What makes Booster different?
- Committed to Equity and Inclusion and you’ll notice it in our process
- 100% employer paid medical, dental, vision, disability and life insurance coverage for employees!
- Unlimited PTO
- Stock Options at a fast-growing startup with strong VC backing
Check us out!
PR News Wire,
Booster’s Mobile Energy Service Expands
Fleet Management Weekly,
Booster Expands its Mobile Energy Technology Platform to Include On-Demand Electric Vehicles Charging Capability
Dallas Innovates,
Booster Builds on Renewables Delivery Partnership
Booster continues to win awards:
Forbes Top Startup Employers 2021
,
PRWeek’s 2021 Hall of Femme
,
SVBJ’s 2020 40 Under 40
,
Business Intelligence Group’s 2019 Sustainability Service of the Year
, and
Women in Trucking’s 2019 Top Companies for Women to Work for in Transportation
.
Individuals seeking employment at Booster are considered without regards to race, religion, color, national origin, ancestry, sex, gender, gender identity, gender expression, sexual orientation, marital status, age, physical or mental disability or medical condition (except where physical fitness is a valid occupational qualification), genetic information, veteran status, or any other consideration made unlawful by federal, state or local laws.Booster does not discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.Disclaimer: The above statements are intended to describe the general nature and level of work being performed by associates assigned to this classification.
They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.Booster doesn't accept unsolicited agency resumes and won't pay fees to any third-party agency or firm that doesn't have a signed agreement with Booster
