HR Business Partner

Texas Instruments•Dallas, TX

16h

About The Position

Texas Instruments is seeking an HR Business Partner to translate business strategy into people strategy and execution. The role partners closely with senior leaders to build organizational capability, develop talent, and address complex leadership challenges in a global technology company. The HR Business Partner coaches leaders, designs organizations, and makes decisions that affect business performance. The position owns the people business strategy for its organization, partners with leaders on organizational and people capability, and leads division-level activities, reviews, and strategic planning. It coaches leaders at all levels, supports leadership development for high-potential talent, leads workforce planning and organization design, drives change management, and handles complex employee relations matters. The role also works with Centers of Expertise, supports HR Generalists with escalations, and collaborates with HR and business partners across global regions. The role requires willingness to travel to support global sites. Texas Instruments describes its workplace as diverse and inclusive and notes that it offers competitive pay and benefits, with details varying by country.

Requirements

Bachelor’s degree in Human Resources or a related business field.
At least 5 years of progressive HR experience with a strategic and consultative focus.
Proven ability to influence and build relationships at senior levels.
Broad-based HR expertise, ideally across multiple HR disciplines.
Strong business acumen and understanding of how organizations operate and where HR adds value.
Excellent judgment and ability to navigate ambiguity.
Willingness to travel to support global sites.

Responsibilities

Own the people business strategy for the organization.
Partner with leaders to ensure the organization has the people and organizational capability to succeed.
Lead division-level activities, reviews, and strategic planning.
Coach leaders at all levels to help them grow, navigate challenges, and retain critical talent.
Build partnerships that contribute to leadership decisions.
Support leadership development for high-potential talent.
Lead workforce planning and organization design initiatives.
Drive change management for initiatives that affect business outcomes.
Manage complex employee relations matters with discretion and judgment.
Partner with recruiting, talent development, compensation, and other COE teams to create integrated people strategies.
Provide guidance and support to HR Generalists on escalations and complex situations.
Collaborate globally with HR and business partners across regions.
Travel to support global sites.