Human Resources Buisness Partner

Human Resources Business Partner (HRBP)

We are looking for an experienced Human Resources Business Partner (HRBP) to support business leaders and teams in Plano, Texas. This role serves as a key partner in aligning people strategies with operational goals, providing practical guidance on workforce planning, employee relations, and organizational effectiveness. The ideal candidate brings a strong foundation in HR operations and strategic partnership, along with the ability to coordinate closely with specialized HR teams to deliver consistent, business-focused solutions.

Responsibilities:

• Act as the lead HR contact for assigned business areas, advising leaders on staffing needs, team structure, and people strategies that support performance and growth.
• Work closely with managers to translate business objectives into talent priorities, including workforce planning, succession considerations, and leadership development efforts.
• Provide day-to-day counsel on employee matters such as performance concerns, workplace conflicts, policy application, and investigations, engaging employee relations partners when appropriate.
• Build trusted relationships with stakeholders to identify upcoming organizational needs and recommend proactive HR solutions.
• Collaborate with specialist HR teams, including talent acquisition, compensation, talent management, and employee relations, to deliver coordinated support for client groups.
• Oversee the rollout of recurring HR initiatives such as performance reviews, talent planning, pay processes, and succession activities, ensuring clear communication and consistent execution.
• Analyze workforce and business data to identify patterns, support leader discussions, and guide informed decision-making.
• Manage HR administrative activities including employee job updates, organizational changes, onboarding coordination, and hiring-related actions with accuracy and timeliness.
• Contribute to broader HR or cross-functional projects and provide additional support to meet departmental and organizational priorities.
• Travel up to 25%, including occasional overnight trips, to support business and HR initiatives across assigned locations.