HR Business Partner

Associa•Richardson, TX

About The Position

The HR Business Partner (HRBP) is a hands-on HR professional who combines day-to-day HR operations with strategic advising. The role handles operational work such as leave administration, documentation, and compliance, while advising mid-level managers on employee relations, performance, talent, and organizational needs. The ideal candidate can process an FMLA request and coach a manager through a difficult performance conversation. They understand the business, build credibility with leaders, and translate HR policy into practical guidance that supports employees and business results.

Requirements

HR generalist or HR business partner experience, including direct manager advising and employee relations.
Hands-on experience with leave administration and multi-state compliance.
Working knowledge of federal, state, and local employment laws, including multi-state and state-specific requirements.
Strong knowledge of FMLA, ADA, and leave administration, performance management, unemployment and workers’ compensation claims, and employee relations.
Ability to advise and influence managers, building credibility and trust with leaders.
Proficient in conflict resolution, investigations, and coaching.
Able to analyze HR data and turn it into practical recommendations.
Strong written and verbal communication skills, including professional business correspondence.
Highly organized and detail-oriented, able to manage competing, time-sensitive priorities.
Maintains confidentiality and discretion in all duties.
Self-motivated, proactive, and a collaborative team player.
Proficient in Microsoft Office (Word, Excel, Outlook, PowerPoint) and HRIS systems.

Responsibilities

Serve as the primary HR point of contact for assigned mid-level managers and their teams.
Advise managers on employee relations, performance management, corrective action, and policy interpretation.
Coach managers through difficult conversations, terminations, and team changes.
Partner with managers on workforce planning, recruiting needs, and talent decisions.
Use HR data, including turnover, leave trends, and employee relations patterns, to identify issues and recommend solutions.
Support organizational change, new HR programs, and policy rollouts within assigned groups.
Act as a liaison between employees and management on questions or concerns about company policies, practices, and regulations.
Investigate and resolve employee relations issues, and document findings and outcomes.
Administer leaves of absence, including FMLA, ADA accommodations, and state-specific leave, from intake through return to work.
Manage unemployment and workers’ compensation claims in partnership with internal teams and vendors.
Support compensation, benefits, and training programs, including onboarding and offboarding processes.
Process, verify, and maintain accurate HR records and documentation for staffing, training, performance evaluations, and employee changes.