Senior HR Business Partner II

About the role

At Sempra, this position plays a key role in shaping enterprise talent and culture work that improves the employee experience, strengthens leadership capability, supports change adoption, and helps the organization execute long-range people plans. The role works across HR, business leaders, and key stakeholders in a highly dynamic environment, bringing structure, governance, and strategic HR guidance to complex initiatives with broad business impact.

Primary purpose

The HR Business Partner Senior II leads and delivers enterprise-level talent and culture programs, turning priorities into integrated practices and experiences. The position influences standards and governance, supports how the business plans and develops talent over multiple years, and operates with a high degree of independence and influence.

Key responsibilities

• Plan and execute large-scale talent and culture programs such as engagement, leadership development, mentorship, workforce experience, and culture initiatives, while converting strategy into clear plans, governance, and deliverables.
• Work across HR business partners, centers of excellence, Communications, business leaders, and vendors to understand needs, align stakeholders, build business cases, and deliver connected solutions that improve culture, leadership, and employee experience.
• Support employee listening and action planning efforts, advance culture and change initiatives, track progress and risks, and help ensure compliance with regulatory requirements.
• Create multi-year people strategies tied to business roadmaps, including capability building, leadership pipelines, and location strategy.
• Lead organizational effectiveness reviews and assessments.
• Partner with Compensation on pay structure, job design, and incentive alignment for strategic initiatives.
• Handle complex investigations or restructurings with Employee Relations and Legal, with emphasis on fairness, documentation, and risk management.
• Shape talent segmentation and mobility approaches, and track progression and bench strength.
• Set governance routines for performance management, succession planning, and workforce planning across the client group.
• Sponsor culture and engagement programs and measure their outcomes against defined goals.
• Coach senior leaders on leadership behaviors, team effectiveness, and leading through change.
• Perform other duties as assigned.

Education

A four-year degree in a relevant field is typically required, or an equivalent mix of education and relevant experience. A bachelor’s degree in Human Resources, Organizational Development, or Business Administration is preferred. A master’s degree in Human Resources, Industrial/Organizational Psychology, or Business Administration is also preferred.

Experience

• Typically 8 years of related experience is required.
• Background in Human Resources, project or program management, or related business functions.
• Experience leading enterprise HR programs such as engagement surveys, leadership development, talent management, and culture initiatives, including work with external vendors.
• Experience in a large-scale HR environment with coordination across HRBPs, COEs, Communications, and business stakeholders.
• Track record of converting strategy into executable plans with defined governance, timelines, and measurable results.
• Familiarity with HR tools and systems such as engagement survey platforms, HRIS tools like Workday or SuccessFactors, and collaboration tools such as Teams, SharePoint, and Loop.
• Must live in Southern California or be willing to relocate after hiring.

Knowledge, skills, and abilities

• Strong facilitation skills with the ability to synthesize feedback and build alignment among senior leaders.
• Understanding of organizational change, employee engagement, talent management, culture strategy, and leadership development frameworks.
• Ability to support a strong enterprise culture through coordinated programs, partnerships, and follow-through.
• Ability to organize and bring clarity to complex, changing work.
• Ability to connect talent and culture efforts to employee experience and business outcomes.
• Ability to maintain consistency across the enterprise while adapting to stakeholder and business needs.
• Ability to provide leaders with timely and clear information that supports decisions and execution.
• Business partnership capability built on trusted relationships and understanding of operations, priorities, and workforce needs.
• Working knowledge of HR administration, workforce data, employee records, recruiting support, compliance, and HR systems.
• Ability to align HR strategy and workforce planning with organizational objectives and long-term talent needs.
• Skill in managing employee relations, addressing workplace concerns, supporting conflict resolution, and sustaining productive relationships.
• Knowledge of recruitment, selection, hiring, and workforce planning practices.
• Ability to interpret, develop, communicate, and implement HR policies and procedures consistently and compliantly.
• Knowledge of performance management, succession planning, leadership development, retention, and career development practices.
• Ability to analyze workforce data and present insights that support decisions and action plans.
• Understanding of the employee lifecycle from hiring through onboarding, development, performance, transitions, and separation.

About Sempra

Sempra describes itself as a company focused on creating a better energy future through collaboration, inclusivity, and shared purpose. Its teams support nearly 40 million consumers across the U.S., with a goal of strengthening communities and creating impact beyond the workplace.

Additional information

This position is full-time and onsite in San Diego, California. It is intended for candidates with substantial HR experience and broad enterprise coordination capability. The role requires significant autonomy and influence across talent, culture, and organizational effectiveness work.