JOB SUMMARY

The mission of TWG's Human Resources Team is to ensure our organization has the talent and organizational capability to win. Reporting to the HRBP Senior Director - Corporate & Commercial, the Senior Manager, Human Resources Business Partner serves as a strategic partner to leaders across TWG's Sonoma County locations, Marketing, IT, and Legal.

This role translates business priorities into integrated people strategies that build talent, strengthen leadership and organizational capabilities, and improve business performance. Working closely with business leaders, the role anticipates workforce needs, shapes organizational solutions, and leads talent, succession, development, and change priorities for assigned client groups.

The Senior Manager provides strategic counsel and practical leadership across organizational effectiveness, workforce planning, talent development, performance management, employee engagement, and employee relations. In partnership with HR Centers of Excellence and the broader HR team, this role brings business needs into the design of people solutions and implementation within assigned client groups.



ESSENTIAL FUNCTIONS

This individual contributor role serves as a strategic partner to client group leaders, translating business priorities into integrated people plans that build talent, strengthen leadership and organizational capabilities, and improve business performance. The role combines strategic counsel, leader coaching, and accountability for delivering HR programs and people initiatives.

This position is eligible for a hybrid work arrangement (minimum of 3 days onsite) and requires regular travel between the Pleasanton office and the Glen Ellen locations. The preferred candidate will live within reasonable commuting distance of the North Bay region. Essential functions of the role include:



Business & Workforce Strategy
* Develop a deep understanding of client group strategy, financial impacts, and operating priorities, and translate them into integrated people plans that drive business performance.
* Partner with leaders on workforce planning to anticipate headcount, critical skills, and capability needs, shaping people plans that align organizational structure, talent, and capabilities with long-term business goals.
* Use people data, workforce analytics, and business metrics to diagnose trends, anticipate talent risks, guide workforce decisions, and evaluate the impact of people plans and initiatives.
* Lead the execution of core HR processes and programs within assigned client groups, partnering with HR Centers of Excellence and the broader HR team to align solutions with business needs, ensure consistency, and evaluate effectiveness.

Organizational Effectiveness
* Partner with HR leadership and client groups to assess organizational structures, spans and layers, roles, and reporting relationships that enable effective execution of business strategy.
* Clarify roles, accountabilities, decision rights, and ways of working to improve collaboration and team effectiveness across functions.
* Translate employee feedback, engagement data, and workforce insights into focused people and culture actions that strengthen inclusion, engagement, retention, and the employee experience, with clear accountability for progress.
* Lead employee relations matters for assigned client groups, including complex workplace concerns, investigations, performance issues, and corrective action; identify underlying themes and partner with leaders to strengthen management practices.
* Provide strategic and practical counsel to leaders on company policies, employment practices, and applicable federal, state, and local requirements, applying sound judgment to balance business needs, employee experience, and risk, and escalating complex matters as appropriate.

Talent & Succession
* Lead talent reviews and succession planning for assigned client groups, highlighting critical roles, high-potential talent, and capability gaps with clear development and mitigation plans.
* Partner with team members and leaders to implement individual development plans, stretch assignments, and targeted learning that strengthen talent pipelines and bench readiness.
* Guide client groups through performance management and calibration, and partner with Total Rewards to advise on compensation changes, annual merit reviews, and promotions, aligning decisions with talent priorities, internal equity, and retention needs.
* Partner with Talent Acquisition and hiring leaders on position requirements, selection, and onboarding, aligning hiring priorities with critical skills, capability gaps, and long-term talent needs.

Leadership Effectiveness
* Serve as a trusted coach and advisor to managers on team effectiveness, performance, communication, and day-to-day people matters.
* Build manager capability so leaders can lead teams, hold accountability conversations, and address people challenges independently and consistently.
* Reinforce TWG's leadership expectations and framework through coaching, feedback, and leader development opportunities.
* Facilitate leadership team effectiveness, helping leaders align on priorities, strengthen trust, and model the behaviors that drive engagement and results.

Change & Transformation
* Lead the people-related aspects of organizational change, restructuring, and transformation initiatives, from impact assessment through implementation and evaluation.
* Assess change readiness and stakeholder impact, and develop change, communication, and engagement plans that help employees understand and navigate business changes.
* Equip leaders with talking points, tools, and coaching to lead their teams through change with clarity, empathy, and accountability.
* Lead assigned HR projects, communications, and initiatives from planning through implementation and evaluation, aligning stakeholders, establishing clear accountability, and ensuring timely delivery and a positiv