HR Business Partner

AP MAX INC•Houston, TX

10d•Onsite

About The Position

At Allia Health Group, the umbrella organization for Southend Pharmacy, Brello Health, and Woven, we don’t just follow industry trends—we redefine them. Our mission is to commoditize anti-aging solutions, making them affordable and accessible to the average consumer—not just the wealthy. By offering customized and cost-effective wellness products that follow cost-containment models, we aim to improve people’s quality of life and meet them wherever they are on their health journey. Who Thrives in this Role We are seeking an onsite trusted advisor to leaders who brings clarity to complex people challenges, courage to difficult conversations, and accountability to moments that shape culture. A strategic HR Business Partner who anticipates issues, identifies patterns, and partners with leaders to address root causes—not just symptoms A confident influencer and coach who challenges thoughtfully and guides leaders through performance, change, and accountability with empathy and rigor A collaborative partner on high-impact People Operations initiatives, including total rewards, compensation, performance programs, and enterprise people strategies—helping shift the organization toward intentional, values-driven people leadership that strengthens trust, engagement, and retention Your Impact As an HR Business Partner, your impact will extend beyond individual cases to the health of teams, leaders, and the organization as a whole. You will shape how leaders show up for their people—coaching them through employee relations, performance challenges, and difficult transitions. Your work will help the organization move from reactive problem-solving to intentional, values-driven people leadership, strengthening trust, engagement, and long-term retention. What You'll Lead Strategic HR Partnership Serve as the primary HR Business Partner to assigned leaders and departments Act as a trusted advisor, providing proactive guidance on people strategy, team health, and leadership effectiveness Influence leadership decisions by balancing empathy, accountability, business needs, and risk Challenge leaders when necessary, grounded in values, data, and sound judgment Employee Relations & Risk Management Lead and oversee complex employee relations matters with a focus on root causes, consistency, and long-term cultural impact Identify patterns and systemic issues across teams rather than treating concerns as isolated incidents Ensure employee relations practices align with employment law, company values, and best practices Partner with People Operations leadership on risk mitigation strategies Terminations & Sensitive Employment Decisions Advise leaders on termination readiness, alternatives, and risk assessment Guide leaders through termination decisions and execution with clarity, dignity, and compliance Ensure appropriate documentation and alignment with company policies and legal requirements Use data to inform strategic recommendations, workforce insights, and leadership decisions Employee Voice & Feedback Integration Lead exit interview strategy and execution across the organization Facilitate stay interviews to proactively assess engagement and retention risks Analyze trends from exit interviews, stay interviews, and employee feedback and translate into clear insights and recommendations for leaders Company-Wide People Initiatives Partner with the Chief People Officer & Manager of People Operations to shape and execute enterprise-wide People initiatives Own or co-lead initiatives as assigned, ensuring strong execution and follow-through Engagement & Survey Action Planning Partner with leaders to interpret engagement survey results Identify themes, strengths, and opportunity areas across teams Support leaders in developing and executing meaningful action plans Reinforce accountability by ensuring feedback loops are closed with employees Leader Coaching & Capability Building Coach leaders on navigating difficult conversations, performance management, and employee accountability Model courageous, respectful, and values-driven communication Build leader confidence and capability to address people issues early and effectively

Requirements

HRBP-level employee relations expertise: Extensive experience managing and advising on complex employee relations issues with a strategic, pattern-based mindset rather than a transactional approach
Professional foundation: Bachelor’s degree in Human Resources, Business Administration, or related field, and/or equivalent experience; 7+ years progressive HR experience preferred
Leadership advisory capability: Proven ability to influence, coach, and challenge leaders at multiple levels while maintaining trust and credibility
Data-informed strategic thinking: Experience translating engagement data and qualitative feedback into insights, recommendations, and measurable action plans
Advanced HR systems fluency: Strong working knowledge of ADP Workforce Now (WFN), including reporting and trend analysis to support strategic decision-making
Emotional intelligence and integrity: Ability to remain grounded, fair, and values-driven in emotionally charged or high-risk situations

Nice To Haves

HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) strongly preferred

Responsibilities

Serve as the primary HR Business Partner to assigned leaders and departments
Act as a trusted advisor, providing proactive guidance on people strategy, team health, and leadership effectiveness
Influence leadership decisions by balancing empathy, accountability, business needs, and risk
Challenge leaders when necessary, grounded in values, data, and sound judgment
Lead and oversee complex employee relations matters with a focus on root causes, consistency, and long-term cultural impact
Identify patterns and systemic issues across teams rather than treating concerns as isolated incidents
Ensure employee relations practices align with employment law, company values, and best practices
Partner with People Operations leadership on risk mitigation strategies
Advise leaders on termination readiness, alternatives, and risk assessment
Guide leaders through termination decisions and execution with clarity, dignity, and compliance
Ensure appropriate documentation and alignment with company policies and legal requirements
Use data to inform strategic recommendations, workforce insights, and leadership decisions
Lead exit interview strategy and execution across the organization
Facilitate stay interviews to proactively assess engagement and retention risks
Analyze trends from exit interviews, stay interviews, and employee feedback and translate into clear insights and recommendations for leaders
Partner with the Chief People Officer & Manager of People Operations to shape and execute enterprise-wide People initiatives
Own or co-lead initiatives as assigned, ensuring strong execution and follow-through
Partner with leaders to interpret engagement survey results
Identify themes, strengths, and opportunity areas across teams
Support leaders in developing and executing meaningful action plans
Reinforce accountability by ensuring feedback loops are closed with employees
Coach leaders on navigating difficult conversations, performance management, and employee accountability
Model courageous, respectful, and values-driven communication
Build leader confidence and capability to address people issues early and effectively