HR Business Partner-Senior

Tallgrass•Houston, TX

21d

About The Position

The Senior HR Business Partner reports to the Human Resources Manager and serves as a strategic advisor to leaders, translating business strategy into people strategy. The role advances organizational effectiveness through workforce insights, business acumen, and enterprise HR partnership, while leading complex employee relations matters and leadership and talent initiatives for assigned client groups. The position is primarily office-based, with travel to field locations—including outdoor facilities—anticipated about 10% of the time. The employee must carry a cell phone and be available to respond during working and non-working hours. Non-traditional hours may be needed. There is no supervisory responsibility. The successful candidate must clear a drug screen and a complete background check after an offer and before employment; a credit report is included for certain positions. The position requires regular, dependable attendance and high performance, with attention to personal safety and the safety of company assets, employees, and the public.

Requirements

Bachelor’s degree in human resources management, business administration/management, or a related field; a minimum of five (8) years of direct HR Generalist experience may be considered in place of a degree.
Minimum five (8) years of experience actively working in a human resources environment as an HR/ER Generalist.
Ability to maintain strict confidentiality.
Ability to perform required duties with little or no direct supervision.
Strong analytical and logical reasoning skills, including the ability to identify and resolve complex and sensitive HR issues.
Ability to identify expectations in an employee/employer relationship.
Basic knowledge of wage/hour, benefits, and employment laws and regulations.
Excellent communication and presentation skills.
Ability to perform all essential and marginal job functions; work with a team; take direction from management; follow work schedules and work rules; and focus on details.
Ability to manage multiple tasks with strict deadlines and organize and prioritize daily work.
Valid driver’s license and a driving record satisfactory to the company and its insurers.
Ability to meet the stated physical demands, including prolonged sitting, mobility around facilities, driving, and lifting or moving up to 25 pounds, with reasonable accommodations as applicable.
Ability to travel to field locations; travel is anticipated 10% of the time.
Ability to carry a cell phone and respond during working and non-working hours.
Successful completion of a drug screen and background check after an offer and before employment; a credit report may be included for certain positions.

Nice To Haves

Employee-relations experience is strongly preferred.
Human resources certification or progress toward certification.
Experience with Oracle HCM.
Experience with SharePoint.

Responsibilities

Advise functional leaders strategically, translating business needs into people strategies and execution plans.
Use workforce analytics and trends, including turnover, engagement, and employee-relations themes, to diagnose issues, recommend actions, and measure results.
Recommend and lead organizational development strategies involving structure, role clarity, quality improvement, performance enhancement, and problem solving.
Coach leaders on business-aligned themes, support talent reviews, and build leadership capability.
Lead talent planning, succession planning, bench-strength development, talent-gap closure, and initiatives that encourage strength through diversity.
Lead and resolve complex employee-relations matters, conduct thorough and objective investigations, and promote consistent, fair outcomes and risk mitigation.
Provide expert guidance and interpretation of HR policies while supporting compliance, consistency, and reduced legal and business risk.
Partner with Talent Acquisition and leaders to attract, recruit, and retain employees, particularly for critical or hard-to-fill roles.
Guide leaders through performance management, including sensitive or high-impact coaching, corrective-action strategies, and documentation.
Design, lead, or deploy employee-relations and well-being initiatives to improve engagement, retention, and the work environment.
Consult with leaders on training strategy and capability needs, evaluate training effectiveness, and facilitate HR training as needed.
Perform or oversee complex HR analytical and technical functions related to employee relations, performance management, HRIS reporting, classification and compensation support, dispute resolution, leave administration, workers’ compensation, and separations.
Explain HR laws, administrative regulations, policies, and procedures to leaders and employees, providing practical guidance and escalation recommendations.
Monitor potential union encroachment and coordinate with management and labor relations on organizing developments and readiness actions.
Drive continuous improvement to streamline HR processes, improve service delivery, and reduce turnover within assigned groups.
Keep the HR team informed about client-group issues, operational risks, and travel schedules, and coordinate with other HR functions to execute solutions.
Maintain dependable attendance and high performance; work non-traditional hours as needed.
Maintain regard for personal safety and the safety of company assets, employees, and the public.
Perform other daily, weekly, monthly, or special-project duties as assigned.