HR Business Partner

Texas Instruments•Dallas, TX

About The Position

Texas Instruments is seeking an HR Business Partner to translate business strategy into people strategy and drive its execution. The role partners closely with senior leaders in a global technology company to build organizational capability, develop talent, and address complex leadership challenges. 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 to ensure the organization has the people and capabilities needed to succeed, and leads division-level activities, reviews, and strategic planning. It supports leadership development and high-potential talent, leads workforce planning and organization design, drives change management, and handles complex employee relations matters. The role also works with HR Centers of Expertise and HR Generalists and collaborates with HR and business partners across regions. HR Business Partners serve as a strategic link between business goals and people capability, contributing to leadership discussions and decisions involving organizational design, succession planning, and retention. The role offers access to senior leaders, complex strategic work, and global collaboration.

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 organizational and people 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.
Develop partnerships that support leadership decision-making.
Support leadership development for high-potential talent.
Lead workforce planning and organization design initiatives.
Drive change management for initiatives that directly affect business outcomes.
Manage complex employee relations matters with discretion and judgment.
Partner with COE teams, including recruiting, talent development, and compensation, 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.