Share this Job

Human Resources Business Partner

Req ID: 4644 

Department: Human Resources 

Status: Full Time, Exempt 

Location: Napa, California (US-CA) 

Job Summary:

Lead the Human Resources activities for a client group as assigned (e.g. Sales, Winemaking, Operations, etc.)  with the goal of partnering with and supporting the client to reach their articulated goals while furthering the vision and mission of TFE organizationally.  Actively participates as an HR Business Partner in developing and driving TFE’s HR and organizational agenda in partnership with the client and senior TFE leadership. Collaborates with other HR professionals in Centers of Expertise (e.g. Compensation & Benefits, Training & Development, Recruiting, etc.). The successful person will act as an employee champion and change agent who can deliver business appropriate solutions to any given set of HR or business related opportunities.

Essential Functions:

The following reflects management’s definition of essential functions for this job but does not restrict the tasks that may be assigned.  Management may assign or reassign duties and responsibilities to this job at any time due to reasonable accommodation or other reasons.

  • Leads the HR activities for a specific client and partners with leaders  and their teams to further the business objectives of the client group and company. Collaborates with other HR professionals assigned to Centers of Expertise (e.g., Compensation & Benefits, Training & Development, Recruiting, etc.) in support of the goals of the client group.
  • Partners with clients in all HR related activities including, but not limited to, managing the recruiting process for the client, implementing performance management programs, building compensation systems and programs, participating in the development and implementation of training and development programs and plans while bringing other appropriate ideas to bear given the business objectives and needs of the client and the company.
  • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, etc.) while balancing the needs of both employees and the company. Must understand their advocacy role and play it honestly and earnestly.
  • Conducts regular meetings with respective client business units. Provides guidance and input on business unit restructures, workforce planning and succession planning (aka Human Resource Planning (HRP)). Builds authentic understanding of client’s business goals and uses consultative practices and expertise to bring those goals to life.
  • Identifies training needs for business units and individual executive coaching needs and collaborates with T&D Manager to find a solution. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
  • Works closely with management and employees to improve work relationships, build morale, improve safety and increase productivity and retention.
  • Provides HR policy guidance and interpretation. Consults with line management, providing HR guidance when appropriate. Defines, measures, analyzes, and interprets trends and metrics in partnership with the other HR partners to develop solutions, programs and policies.
  • Manages and resolves complex employee relations issues including safety concerns. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance including safety. Partners with the legal department as needed/required.
  • Participates in annual updates to the compensation systems including incentive programs and benefit programs; assists management in the creation of job descriptions as necessary; assists in conducting annual salary surveys; analyzes compensation; monitors the performance management program and recommends changes as necessary.
  • Develops, recommends and implements Human Resources policies and procedures; participates in maintaining company handbook on policies and procedures; performs benefits administration activities as necessary.
  • Leads and develops direct reports so that they are ever more capable of managing HR activities on their own and can work effectively with both clients and Centers of Expertise.
  • Conducts recruitment effort for all exempt, nonexempt and temporary workers; writes and places advertisements; works with supervisors to screen and interview candidates; conducts reference checking; extends job offers; conducts new-employee orientations; monitors career-path program and employee relations counseling; conducts exit interviews.
  • Evaluates reports, decisions and results of department initiatives in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.
  • Ensures compliance with all federal, state and local employment laws.
  • Responsible for the betterment of the HR department by being engaged in specific projects as assigned.
  • Manage the administration of Worker’s Compensation claims for their clients.   Working closely with the WC insurer to coordinate medical appointments and provide timely communication to managers on the return of their employee.  Work with the Health & Safety department for proper reporting and tracking of claims.  


  1. Business Acumen
  2. Communication
  3. Consultation
  4. Critical Evaluation
  5. Global & Cultural Awareness
  6. HR Expertise
  7. Leadership & Navigation
  8. Relationship Management
  9. Ethical Practice

Working Conditions

  • This job operates in a professional manufacturing and office environment.
  • This role routinely uses standard office equipment.
  • While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; talk or hear.
  • The employee must occasionally lift or move office products and supplies, up to 30 pounds.
  • Travel is primarily local during the business day, although some out-of-area and overnight travel may be expected.
  • May be required to work at any of TFE’s locations
  • Comply with Company safety regulations


  • Education: Bachelor's degree, a master’s degree in HR or MBA desirable.
  • Experience: 5 to 7 years of human resource experience when combined with a degree, or twelve years of experience in the HR field. HR Certifications a plus
  • Working knowledge of multiple human resource disciplines, including recruiting, compensation practices, organizational diagnosis and design, employee and union relations, diversity, performance management, safety and federal and state respective employment and labor relations laws.
  • Bi-lingual (oral and written) in Spanish preferred for some positions with the ability to translate business communications from English to Spanish.
  • Experience leading an HR organization and building programs within a consumer products, sales or manufacturing environment as well as managing external providers.
  • Excellent interpersonal and communication skills and proven ability to work effectively with all organizational levels.
  • Strong business acumen and understanding of the impact of HR programs and practice on overall performance.
  • Action oriented project manager who successfully builds and manages cross-functional teams.
  • Strong analytical and problem-solving skills.
  • Work effectively in managing ambiguous situations and adapting to informal business-area cultures when encountered.
  • Effectively manage pressure. Willing to play the role of advocate for both the Company and Employees simultaneously.
  • Demonstrate ability to work flexibly, independently and handle multiple business and technology assignments concurrently within a changing environment.
  • Ability to work with confidential information on a regular basis.
  • A wide degree of creativity and latitude.
  • Experience with HRIS system, SAP and SuccessFactors preferred


Trinchero Family Estates provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Trinchero Family Estates complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Nearest Major Market: Napa

Job Segment: Law, HR, Compliance, Relationship Manager, Compensation, Legal, Human Resources, Customer Service