Senior HR Manager

About Face Reality: Face Reality Skincare was created with one goal: to give people clear skin for good. With over 50 million people experiencing the physical and emotional toll of acne each year in the US, we made it our mission to develop an effective way to achieve clear skin through our clinically verified Clear Skin Method TM , an adaptive method combining in-clinic treatments from certified skincare professionals, personalized at home product routines and lifestyle guidance. We are dedicated to giving not just real results but celebrating people and their skin at every part of their journey. Our Core Values Integrity, Inclusion, Collaboration, Adaptability, Accessibility Our supportive business model ensures that everyone has a clear path to success and growth. We foster an inclusive space in which people are valued for who they are and are encouraged to collaborate to see goals fully realized. Fostering an open, honest culture gives us the opportunity to achieve greater trust internally and externally. Remaining flexible and adaptive allows us to remain responsive to the ever-changing world. Doing right, even if it is difficult, is of the utmost importance. The Senior HR Manager plays a crucial role in providing strategic support to leaders, leading and managing various aspects of HR including: employee relations, performance management, training and development, compensation and benefits, and HR compliance. The Senior HR Manager collaborates with senior leadership to develop and implement HR strategies aligned with the organization's goals and objectives. They serve as a trusted advisor to management and employees on HR-related matters, promoting a positive work culture and employee engagement. *Please note that this is a hybrid position working out of our corporate office in San Ramon, CA every Tuesday - Thursday and working remotely Mondays and Fridays. RESPONSIBILITIES/ESSENTIAL FUNCTIONS Strategic HR BP: Serve as a strategic HR BP to various functions and departments Partner with leaders to identify long-term workforce needs and develop talent management strategies accordingly Use of people data to inform leadership decisions Independently manages assigned HR programs, policies and projects from design through execution with final approval by VP, HR Employee Relations: Leads employee investigations through resolution and makes recommendations on outcomes Serve as a mediator in resolving employee conflicts and grievances Provide guidance and coaching to managers on employee relations issues Partnership with outside counsel (if applicable) Owns day‑to‑day employee relations strategy with escalation to VP, HR as needed Performance Management: Partner with leadership to calibrate performance and manage risk Identifies training and development needs to enhance employee performance and career growth. Works with VP, HR to implement strategic solutions Training and Development: Partner with the VP, HR to identify training needs based on organizational goals and individual performance assessments. Partner with the VP, HR to develop and implement training programs to enhance employee skills and capabilities. Including leadership development or manager capability building Compensation and Benefits : Coaches management on compensation and benefits programs, including salary administration, incentives, and employee benefits packages Conduct benchmarking and analysis to ensure competitive compensation practices Administer employee benefits programs and ensure compliance with regulations HR Compliance: Stay updated on employment laws and regulations to ensure HR policies and practices are compliant Assist with the development of HR policies to maintain legal compliance and mitigate risks Partners with HR Generalist and VP, HR to assist with audits and assessments to monitor compliance with HR regulations Employee Engagement and Culture: In partnership with HR Department, foster a positive work culture and employee engagement init