Human Resources Business Partner

Human Resources Business Partner

As a strategic partner to business leaders, the Human Resources Business Partner (HRBP) drives the alignment of people strategies with business objectives. Working across multiple sites, states / provinces, and / or departments, this role serves as a key advisor and advocate for fostering a high-performing, engaged, and inclusive workforce. The HRBP may report to a Human Resources Regional Manager or Director of HR Operations.

The HRBP thrives on building relationships, understanding business goals, and executing HR solutions that deliver results. From coaching managers on performance and talent development to leading initiatives that elevate employee retention and engagement, the HRBP is an integral player in navigating organizational change, ensuring compliance, and enhancing the employee experience. This role uniquely blends people analytics with hands-on HR expertise to support the full employee lifecycle while influencing a positive workplace culture. As a key resource for employees and managers alike, the HRBP drives organizational success through innovation, collaboration, and proactive problem-solving.

This role will be based onsite five days a week in either Waxahachie or Irving.

Responsibilities

• Business Acumen : Build strong relationships with leaders, understand business goals, and implement HR strategies to drive productivity, compliance, and continuous improvement. Act as a key partner during business changes such as reorganizations, safety incidents, and leadership transitions.
• Employee Effectiveness : Coach managers on performance management, facilitate conflict resolution, and connect employees to learning opportunities. Support performance review process to ensure consistency and fairness. Conduct HR training as needed.
• Employee Relations : Investigate workplace issues, ensure timely resolution of employee concerns, and promote compliance with company policies and regulations. Support legal processes related to employment disputes.
• Employee Retention : Leverage data from surveys and feedback to improve employee retention, foster a positive work culture, and implement recognition programs. Provide support on LOA policies and employee engagement initiatives.
• People Analytics : Analyze trends in turnover, absenteeism, and performance to develop action plans that drive engagement and retention. Utilize data to support decision-making.
• Benefits & Compensation : Collaborate on wage recommendations, benefits education, and the open enrollment process. Make recommendations on compensation aligned with organizational needs.
• Diversity & Inclusion : Actively support D&I programs and initiatives. Engage with employee resource groups to promote inclusion and increase awareness across the business.
• Talent Acquisition : Partner with leaders to attract, develop, and retain top talent. Support hiring processes, participate in interviews, and facilitate training.
• Talent Development : Schedules, organizes, and delivers annual talent review process including calibration 9-Box sessions, succession planning. Supports the annual performance review process by relaying and reiterating timeline and processes for location leaders. Supports annual goal setting process, company Leadership training programs and delivery. Share information about Intern / Management Training Programs and upcoming events and ensure participation. Support talent mobility program, employee engagement survey & tools, and employee onboarding experiences.

Qualifications

Physical / Mental Considerations

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information. 41 CFR 60-1.35(c)

LA County Applicants : The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.

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