Strategic HR Partnership

• Serve as the lead HR Partner for BU07 leadership, providing strategic guidance on workforce planning, organizational effectiveness, talent management, employee engagement, and change management.
• Build strong relationships with BUD and the business unit Senior Leadership Team, Operations Leaders, and key stakeholders to align people strategies with business objectives.
• Influence leaders through data-driven recommendations and practical HR solutions that support operational excellence and employee retention.
• Partner with leadership to develop and implement initiatives that strengthen culture, engagement, performance, and leadership effectiveness.

Employee Relations & Investigations

• Handle employee relations matters and serve as the point of escalation for complex or sensitive issues managed by the position’s direct report, the HR Manager.

• Conduct and oversee workplace investigations involving policy violations, harassment, discrimination, retaliation, misconduct, performance concerns, and employee complaints.
• Assess organizational risk and provide recommendations that are legally compliant, equitable, and aligned with company values.
• Coach managers on employee relations issues, documentation practices, corrective action, conflict resolution, and performance management.
• Partner closely with senior leadership on sensitive and high-risk employment matters.

Risk Management & Compliance

• Proactively identify and mitigate employment-related risks across the business unit.
• Ensure compliance with federal, state, and local employment laws, policies, and regulations.
• Provide guidance on wage and hour compliance, employee classification, accommodations, policy interpretation, and employment practices.
• Support audits, compliance reviews, and implementation of regulatory changes impacting the workforce.

Workers' Compensation, Leave Management & Safety

• Partner with Health & Safety and operational leaders to support a strong safety culture and reduce organizational risk.
• Partner with the Benefits team and assist with escalated workers' compensation claims, return-to-work programs, and interactive accommodation processes.
• Collaborate with leaders to proactively manage employee absences while balancing operational needs and legal compliance.

Talent & Organizational Effectiveness

• Support succession planning, leadership development, retention strategies, and workforce planning initiatives.
• Partner with Talent Acquisition to address hiring needs and workforce challenges within the business unit.
• Drive performance management processes and support leaders in developing high-performing teams.
• Facilitate organizational changes, team restructuring efforts, and change management initiatives.
• Analyze workforce trends and recommend solutions to improve retention, engagement, employee relations outcomes, and operational performance.

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• Minimum of 10 years of progressive Human Resources experience, including significant employee relations experience required.
• Minimum of 3 years of experience leading HR professionals required.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
• Valid driver's license with a driving record in good standing required.
• Strong knowledge of California, federal, and multi-state employment laws and regulations required.
• Demonstrated success supporting operational, field-based, construction, engineering, environmental services, industrial services, field services, or similar workforce environments.
• Extensive experience conducting workplace investigations and managing complex employee relations matters.
• Proven ability to influence and advise senior leaders through complex business and people challenges.
• Strong conflict resolution, coaching, and relationship management skills.
• Experience supporting large geographically dispersed field operations.
• Experience partnering with Safety and Operations teams in a regulated or high-risk environment.

USD $160,000.00 - USD $170,000.00 /Yr.

Please note that our pay ranges are determined by several factors, including relevant experience, internal pay equity, and location. They do not include any of the amazing benefits of being an employee-owner, which are listed below.

SCS is building a world where environmental systems and infrastructure strengthen the health, safety and resilience of communities — from reducing methane emissions at landfills to producing alternative energy, from repurposing contaminated properties to sequestering carbon.

As a 100% employee-owned firm, we bring a long-term perspective, personal ownership and shared success to everything we do. We live our values every day: We care. We are a team. We are tenacious.

Join us and be part of a team where your work has real impact — on the world and on your own growth.

As a growing firm, we offer excellent opportunities for career advancement and a comprehensive package, including:

• Medical, Dental, Vision, Life and Disability Insurance
• 100% employer- funded Employee Stock Ownership Plan (ESOP) and 401K including employer match
• Annual Bonus Program
• Student Debt Employer Contribution Program
• Paid holidays, PTO and Paid Parental Leave

SCS Engineers is an Equal Opportunity Employer (EOE). SCS provides equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran or disabled status.

If you have questions, difficulty using our online system and/or you need an accommodation due to a disability then please contact us about your interest in employment at recruiting@scsengineers.com.

Pursuant to the Los Angeles County Fair Chance Ordinance and the California Fair Chance Act, SCS does not conduct criminal background checks until after a conditional job offer has been extended. All qualified Applicants with arrest or conviction records will be considered for employment. You can find a list of job duties of the specific job position you have applied, which SCS reasonably believes that criminal history may have a direct, adverse and negative relationship that could lead to the withdrawal of a conditional offer of employment after background checks are completed.

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