Human Resources Business Partner

The HR Business Partner (HRBP) serves as a trusted advisor and thought partner to business leaders and employees, supporting the organization’s mission through strategic partnership, operational excellence, and a commitment to people-first leadership. This role exists to stabilize and strengthen the employee experience during a period of transformation — ensuring consistency in leadership practices, equitable employee relations, and effective alignment between people strategy and organizational goals.

The HRBP will play a pivotal role in fostering leadership maturity, ensuring clarity in expectations, and supporting a culture of accountability, trust, and performance.

• Partner with business and functional leaders to understand strategic goals, workforce challenges, and operational needs
• Serve as an advisor on organizational design, talent deployment, and change management to ensure alignment with business priorities
• Collaborate with leadership to embed a culture of consistency, inclusion, and continuous improvement
• Support strategic initiatives related to organizational integration, acquisition transitions, and leadership capability-building

• Lead employee relations activities with sound judgment, confidentiality, and a balanced approach to risk management and culture care
• Provide guidance and coaching to leaders on handling performance, conduct, and employee issues in alignment with company policies and values
• Conduct or oversee investigations as needed, ensuring fairness, documentation integrity, and timely resolution
• Identify root causes and patterns to proactively address cultural or behavioral issues
• Partner with leaders to strengthen managerial capability and leadership maturity
• Coach managers on communication, accountability, and performance management practices that foster trust and stability
• Support the design and delivery of targeted learning experiences that build skill and confidence in leading through complexity
• Reinforce consistency in leadership expectations across teams, ensuring alignment with organizational values

• Interpret and apply employment law, regulations, and internal policies with consistency and sound judgment
• Partner with legal and compliance teams to mitigate risk and ensure regulatory adherence
• Regularly review and update policies and procedures to maintain alignment with best practices and evolving legal standards
• Ensure documentation, reporting, and case management practices are complete and compliant

• Support the performance management cycle — goal setting, reviews, and calibration — to ensure clarity, fairness, and accountability
• Partner with leaders on succession planning, role clarity, and internal mobility
• Contribute to organizational diagnostics and improvement planning through analysis of trends, data, and engagement insights
• Champion diversity, equity, and inclusion as a fundamental part of how talent decisions are made and leadership is developed
• Strategic Thinking: Sees the broader organizational picture and connects people strategy to business outcomes.
• Emotional Intelligence: Demonstrates composure, empathy, and presence under pressure.
• Influence & Partnership: Builds credibility and alignment across all levels of leadership.
• Accountability & Integrity: Acts with professionalism, discretion, and consistency.
• Change Agility: Adapts effectively to shifting business priorities and organizational complexity.
• Maintain a professional and productive home office environment
• Ensure reliable internet connectivity and proficiency with virtual collaboration tools (e.g., Teams, Zoom, ATS platforms)
• Demonstrate strong time management and self-discipline to meet deadlines and KPIs
• Be available during core business hours and responsive to team communications
• Travel to Dallas quarterly for team meetings and strategic planning sessions

• Bachelor’s degree in Human Resources, Business Administration, or related field required;
  Master’s degree preferred
• 7+ years of progressive HR experience, including at least 3 years in an HR Business Partner or HR leadership role
• Proven experience in employee relations, organizational development, and leadership coaching
• Deep understanding of employment law, HR compliance, and risk mitigation strategies
• Demonstrated success supporting leaders through transformation, growth, or acquisition environments
• SHRM-SCP or SPHR certification strongly preferred