HR Business Partner (HRBP)

Keystone Advisors•Houston, TX

About The Position

The HR Business Partner (HRBP) collaborates closely with business leaders and employees to align people strategies with organizational objectives. This role serves as a strategic advisor, change agent, and employee advocate, while driving workforce performance and overseeing key HR functions including administration, payroll, benefits, employee engagement, and compliance.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field is preferred.
5+ years of progressive HR experience, preferably in an HR Business Partner, employee relations, or strategic HR role.
Professional HR certification (SHRM-CP, SHRM-SCP) or equivalent required.
Strong knowledge of employment laws, and compliance requirements.
Experience in payroll administration, benefits management, and HR operations support.
Excellent communication, leadership advisory, and interpersonal skills.
High ethical standards, confidentiality, and professional judgment.
Ability to work independently while collaborating effectively with leadership and cross-functional teams.

Responsibilities

Partner with executive leadership and department managers to align HR strategies with overall business objectives and growth initiatives.
Participate in strategic planning sessions to provide insight on workforce trends, talent gaps, succession planning, and organizational design.
Analyze workforce metrics (turnover, engagement, absenteeism, productivity) to develop proactive solutions that improve performance and retention.
Support leadership in building scalable team structures aligned with company expansion plans.
Lead workforce planning initiatives including recruitment forecasting, succession planning, and internal mobility strategies.
Partner with hiring managers to ensure recruitment efforts align with competency requirements and cultural fit.
Design and support onboarding programs to ensure successful employee integration and engagement.
Identify skill gaps and collaborate on training and development programs to enhance workforce capability.
Support leadership development initiatives to strengthen management effectiveness.
Serve as the primary point of contact for employee relations matters, ensuring fair, consistent, and legally compliant resolution of workplace concerns.
Coach managers on performance management processes, corrective actions, documentation, and progressive discipline.
Facilitate investigations related to workplace complaints, policy violations, and conflict resolution.
Guide leaders through Performance Improvement Plans (PIPs) and ensure appropriate follow-up and documentation.
Promote a culture of accountability, transparency, and respectful communication.
Oversee payroll processing to ensure accuracy, timeliness, and compliance with wage and hour regulations.
Audit payroll reports, PTO accruals, deductions, and off-cycle adjustments to ensure accuracy.
Administer employee benefits programs including health, dental, vision, retirement, and ancillary benefits.
Coordinate open enrollment processes, vendor communications, and employee benefit education.
Ensure proper handling of new hires, terminations, COBRA notifications, and qualifying life events.
Maintain accurate employee records and HRIS data integrity.
Develop, implement, and update HR policies and procedures in alignment with federal, state, and local employment laws.
Ensure compliance with FLSA, EEOC, ADA, FMLA, and other applicable employment regulations.
Monitor attendance, leave administration, and workplace accommodations.
Prepare reports for leadership regarding HR trends, compliance matters, and workforce analytics.
Drive employee engagement initiatives that strengthen morale, retention, and workplace satisfaction.
Support recognition programs, wellness initiatives, and internal communication strategies.
Conduct employee surveys and analyze feedback to recommend actionable improvements.
Promote diversity, equity, and inclusion initiatives that foster a respectful and collaborative environment.
Lead and support change management efforts related to restructuring, policy updates, system implementations, and growth initiatives.
Communicate organizational changes effectively to ensure clarity and alignment.
Support leaders in navigating workforce transitions, including reductions in force or departmental realignments.
Maintain strict confidentiality regarding employee records, compensation, investigations, and organizational strategy.
Uphold the highest standards of integrity, professionalism, and ethical conduct in all HR practices.