HR Business Partners

Acosta•Lewisville, TX

5d•$72,000 - $90,000

About The Position

The HR Business Partner (HRBP) serves as a strategic partner providing and facilitating HR strategies and services for assigned business segments, business units, and operating units. The HRBP is the primary HR contact for department heads and senior leaders, provides regular HR status updates to the HR Management team, and works with managers, employees, and HR colleagues to deliver HR services in support of business initiatives. The role combines strategic, operational, and project management responsibilities to ensure HR contributes to business goals. The HRBP supports special projects and new program development, advises leaders on HR practices, and partners with centers of expertise and other HR teams to develop and deliver integrated solutions. The position uses data and organizational insights to inform HR solutions, talent and organization diagnostics, change efforts, and management decisions. It also supports employee and manager needs through coaching, counseling, mediation, and interventions, while helping ensure compliance with applicable state and federal laws. The position requires travel as needed. Physical requirements include extended periods of sitting and computer use, occasionally lifting and carrying items typically weighing 20 pounds or more, occasional reaching, bending, or stooping, sustained desk-based focus, following clear directions, and repetitive typing or clicking.

Requirements

High school diploma or GED.
At least 5 years of relevant work experience.
At least 1 year of supervisory or management experience.
Strong decision-making skills and extensive experience interpreting information to make business decisions and recommendations.
Extensive experience partnering with stakeholders using a consultative approach.
Creative, entrepreneurial, solution-oriented mindset.
Global and cultural effectiveness.
Business acumen, including the ability to understand and apply information to the organization’s strategic business and people plans.
Strong interpersonal and highly developed writing skills, with acute attention to detail.
Excellent organizational, communication, and presentation skills.
Ability to facilitate meetings where emotions may be high.
Sound judgment and the ability to listen, assess problems, and develop logical solutions that balance sound HR practices and business needs.
Confidence, credibility, professionalism, and the ability to manage multiple assignments concurrently.
Ability to work effectively and efficiently in a matrix management environment.
Ability to sit for extended periods, typically 6 or more hours per day; use a computer, keyboard, and mouse for prolonged periods; lift and carry light items, typically 20 pounds or more; occasionally reach, bend, or stoop; maintain focus during extended desk-based work; follow clear directions; and perform repetitive motions such as typing and clicking.

Nice To Haves

Bachelor’s or master’s degree preferred.
PHR or SPHR certification preferred.
Some work experience may be substituted for some of the stated education.

Responsibilities

Serve as a qualified HR consultant and advisor to business leaders and managers, providing thought leadership and aligning HR strategies with business objectives.
Provide regular updates to senior management and translate HR strategies into concrete actions and measurable results.
Identify, develop, and deploy talent in partnership with management and COE teams, including career planning, skill building, and competency modeling.
Use data analytics and internal and external insights to design HR solutions and conduct talent and organizational diagnostics.
Build relationships with business leaders, influence business strategy, identify leaders’ blind spots, and recommend ways to overcome barriers.
Maintain connections with employees and managers to identify conflict, confusion, and barriers to productivity, engagement, and execution; implement action plans and interventions, including coaching, counseling, and mediation.
Monitor legislation affecting associate relations, educate managers, and support practices that minimize company risk.
Lead transformation processes with business leaders, use analytics to anticipate change and measure impact, and identify and manage risks to business strategy delivery.
Manage communications and project plans for HR program delivery, ensuring programs are understood and completed within acceptable timelines.
Identify the need for HR solutions and coordinate integrated solutions within the HROM.
Lead complex and highly complex initiatives with significant impact and improve existing programs to support business success.
Ensure HR services meet service-level agreements for time, cost, value, and quality.
Guide associates and managers on HR processes and guidelines.
Use HR system data and reporting to maintain accurate employee and organizational data and provide analysis of retention, performance management, engagement, and conflict.
Plan and implement HR policies and practices in compliance with current state and federal laws while supporting regional business plans and initiatives.
Travel as needed.
Perform other duties as assigned.