Sempra
HR Business Partner Senior II-Projects
San Diego, San Diego County · Senior
Sponsorship not specified$80k-$90kDetected 66 days ago
Data AnalysisProject ManagementRecruitingHRPerformance ManagementEmployee RelationsHRISLeadershipCommunicationCollaborationMentoringPublic SpeakingSharePoint
Stay score
odds of building a lasting career here
47Sponsors, lottery-bound
Cap-exempt (no lottery)0
Sponsors this role80
Entry-level history0
PERM / green-card track0
Lottery odds (Level II)66
Fits your clock70
Sponsors, but it's cap-subject — you still face the weighted lottery (~30% per draw at Level II). Good if you win; have a cap-exempt backup on your list.
Lottery odds assume a STEM candidate.
Personalize to your clock →H-1B wage level
the lottery is wage-weighted — each level is one more entry
Level I$58,2821 entry
Level II$74,9422 entries
Level III$91,5823 entries
Level IV$108,2434 entries
Level III starts at $91,582 — $11,582 above the bottom of this range, and above its posted ceiling.
DOL prevailing wage, 2026-27 wage year · Human Resources Specialists (13-1071) · San Diego-Chula Vista-Carlsbad, CA. Wage level is derived by USCIS from the offered wage, occupation and worksite; the occupation shown is inferred from the job title.
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About the role
- Translates priorities into integrated programs, practices, and experiences.
- Influences strategy, standards, and governance.
- Operates with significant autonomy and impact.
Responsibilities
- Project Management: Demonstrated ability to integrate deep HR functional expertise with strong project management discipline to successfully deliver impactful, compliant, and efficient HR initiatives.
- Ability to support a strong culture through enterprise-wide projects programs, partnerships, and coordinated follow-through.
- Strong stakeholder facilitation skills, including the ability to synthesize input and drive alignment across senior leaders.
- Business Partnerships - Ability to build and maintain trusted relationships with leaders, employees, and stakeholders by understanding business operations, organizational priorities, and workforce needs to provide strategic HR guidance and influence business outcomes.
- Leads and delivers enterprise-wide Talent and Culture initiatives by planning and executing large-scale programs (e.g., engagement, leadership development, mentorship, workforce experience, and culture efforts), managing complex projects, and translating strategy into actionable plans, governance, and deliverables that enable consistent, scalable execution.
- Drives cross-functional integration and solution delivery by partnering across HRBPs, COEs, Communications, business leaders, and vendors to assess needs, align stakeholders, develop business cases, and deliver integrated solutions that strengthen culture, leadership, and employee experience.
- Builds multi-year people strategies aligned to business roadmaps, including capability build, leadership pipelines, and location strategy.
- Leads organization effectiveness assessments.
- Performs other duties as assigned.
- Ability to align HR programs, initiatives, and workforce planning activities with organizational objectives to support business performance and long-term talent needs. Ability to link talent and culture initiatives to employee experience and business results.
Requirements
- Familiarity with HR systems and tools such as engagement survey platforms, HRIS (e.g., Workday, SuccessFactors), and collaboration tools (e.g., Teams, SharePoint, Loop).
- Ability to link talent and culture initiatives to employee experience and business results.
- Knowledge of organizational change, employee engagement, talent management, culture strategy, and leadership development frameworks.
- Ability to promote consistency across the enterprise while responding to stakeholder and business needs.
Nice to have
- Bachelor's degree in Human Resources, Organizational Development, Business Administration is preferred.
- Master's degree in Human Resources, Industrial/Organizational Psychology, or Business Administration is preferred.
Skills
- Knowledge, Skills and Abilities
Compensation
- Partners with Compensation on pay architecture, role design, and incentive alignment for strategic initiatives.
Benefits
- Typically requires a 4 year degree in a relevant field, or equivalent combination of relevant education and experience.
This listing is sourced directly from Sempra's careers page and normalized into a canonical job model.