Head of HR Business Partners & Talent Development

Venterra Realty•Houston, TX

8d•Hybrid

About The Position

Venterra Realty is seeking a business-facing HR leader to lead HR Business Partners, Employee Relations, and Training & Development across its property portfolio and corporate office. The position is based in Houston, Texas, with a hybrid work arrangement, and reports to the Chief Financial Officer and Head of Property Operations. The leader will develop talent strategies, leadership capabilities, and development programs to help Venterra attract, develop, and retain exceptional people. In partnership with senior leaders, this role strengthens organizational capability, succession, performance, retention, and leadership effectiveness. It uses people data, field insights, and relationships to identify talent risks, challenge assumptions, and turn business needs into practical people solutions that improve team and operating performance. The role includes regular travel to Venterra properties and regional markets. Venterra Realty develops, owns, and operates multifamily apartments, with 90 mixed-use and multifamily communities across 22 major U.S. cities and approximately 950 team members. The company focuses on serving residents, employees, and investors. Applicants must be legally authorized to work in the United States at the time of application and throughout employment; visa sponsorship is not provided.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field.
At least 12 years of progressive HR experience, including at least 5 years leading HR Business Partner, Employee Relations, and/or Learning & Development teams.
Demonstrated success building talent development, succession, retention, and leadership programs that delivered measurable business results.
Experience designing and leading onboarding, role-based training, and leadership development for a geographically dispersed workforce.
Proven ability to advise and influence executive leadership and lead through organizational change.
Strong working knowledge of employment law, employee relations, performance management, and compensation practices.
Comfort using HRIS, learning management systems, BI platforms, AI, automation, dashboards, and workflow tools to improve delivery, reporting, and follow-through.
Legally authorized to work in the United States at the time of application and throughout employment; the company does not provide visa sponsorship.
Houston-based and comfortable with regular travel to Venterra properties and regional markets.

Nice To Haves

An advanced degree or SHRM-SCP/SPHR certification.
Experience in multifamily, real estate, hospitality, or another geographically dispersed, multi-site service business.

Responsibilities

Develop and lead the enterprise talent strategy, particularly for developing and retaining high-performing talent.
Lead and develop the HR Business Partner, Employee Relations, and Training & Development teams, building a proactive, scalable, and accountable HR operating model.
Advise executive and operating leaders on organizational design, workforce planning, leadership capability, talent risk, and organizational change, including needs related to growth, lease-ups, acquisitions, and dispositions.
Own retention, talent reviews, succession planning, and career pathways to strengthen bench depth, internal mobility, and continuity in critical roles.
Set the strategy for onboarding, role-based training, and leadership development, linking programs to measurable outcomes such as time-to-proficiency, resident experience, leasing performance, and operational quality.
Lead performance management, including goal setting, feedback, calibration, accountability, recognition, and timely action on underperformance.
Oversee employee relations, workplace investigations, corrective actions, terminations, and conflict resolution, ensuring matters are handled promptly, fairly, consistently, and with appropriate documentation; partner with Legal on escalated or high-risk issues.
Partner with leadership on compensation philosophy, salary reviews, and pay decisions to support fairness, consistency, and market competitiveness.
Use engagement, turnover, exit, performance, and people data to identify trends, address root causes, and drive measurable action with clear ownership and follow-through.
Ensure compliance with applicable employment laws and consistent application of HR policies and practices across operating markets.
Leverage AI, automation, learning technology, HR systems, and people analytics to improve the scalability, consistency, and effectiveness of HR and talent programs.