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IJW Whiskey Company · 1 day ago

HR Business Partner – Employee Success

Beverly Hills, CA

Full-time

Onsite

Senior Level

7+ years exp

IJW Whiskey Company is seeking an HR Business Partner – Employee Success to serve as a key people partner across their four Operating Companies. This role focuses on understanding organizational dynamics and employee success, while driving effective collaboration and addressing risks to performance.

Food and BeverageManufacturing

Responsibilities

Act as a consistent, visible HR presence across all four Operating Companies, building strong working relationships with leaders, managers, and employees at all levels

Invest time in getting to know the key players within each OpCo, including formal leaders and informal influencers, to understand how work truly gets done

Develop a deep understanding of each OpCo’s operating model, team dynamics, leadership styles, and cultural norms

Serve as the President’s “eyes and ears” by gathering real-time insights into what is working well, what is not working, and where friction or risk exists

Identify patterns across OpCos related to morale, engagement, performance, leadership effectiveness, or structural breakdowns, rather than treating issues as isolated incidents

Own employee success risk across the OpCos, regardless of where that risk originates, including leadership issues, role clarity problems, workload imbalance, interpersonal conflict, or structural misalignment

Proactively identify employees or teams at risk of disengagement, underperformance, burnout, or attrition, and partner with leaders to intervene early

Serve as a trusted resource for employees, providing guidance, context, and escalation when appropriate while maintaining discretion and professionalism

Partner with managers to address performance issues in a way that is fair, consistent, and aligned with company expectations, while also identifying root causes beyond individual behavior

Escalate systemic or repeated risks to executive leadership with clear recommendations rather than simply reporting problems

Own the effectiveness of cross-department collaboration across the OpCos, with accountability for identifying where handoffs, communication, or decision-making break down

Observe and diagnose collaboration challenges between functions, such as unclear ownership, competing priorities, misaligned incentives, or lack of shared processes

Partner with functional leaders to design and implement improved ways of working, including clearer decision rights, better meeting structures, or revised workflows

Facilitate cross-functional conversations and working sessions to resolve friction and align teams on shared goals and expectations

Continuously evaluate whether departments are structured and incentivized to work together effectively, and recommend changes when they are not

Responsible for all internal communication strategies from leadership to employees

Translate employee- and team-level insights into actionable recommendations for organizational or structural improvement

Partner with the Org Effectiveness HRBP and executive leadership to recommend changes to roles, reporting lines, team structures, or processes that will improve execution

Identify when issues attributed to “people problems” are actually rooted in unclear structure, poor role design, or misaligned leadership expectations

Support implementation of approved structural or process changes by working closely with leaders and teams to ensure adoption and clarity

Serve as a trusted advisor to OpCo leaders by providing honest, grounded feedback on how their teams are experiencing leadership and organizational decisions

Coach leaders on how to address employee concerns, improve team dynamics, and lead through change more effectively

Balance advocacy for employees with accountability to business outcomes, ensuring that interventions support both people and performance

Maintain strong alignment with the President and the Org Effectiveness HRBP to ensure insights and actions are coordinated rather than fragmented

Provide regular, structured updates to the President on: Employee sentiment and emerging risks, Cross-functional collaboration effectiveness, Leadership and team-level challenges, Recommended interventions or structural changes

Clearly distinguish between isolated issues and systemic patterns, helping leadership focus attention where it will have the greatest impact

Communicate insights with discretion, clarity, and a solutions-oriented mindset, avoiding unnecessary noise while ensuring critical issues are not missed

Qualification

HR Business Partner experienceEmployee engagement strategiesOrganizational diagnosisCross-department collaborationTrust buildingJudgment in sensitive mattersMulti-department supportCoaching leadersCommunication skillsProblem solving