HR Business Partners

Acosta•Lewisville, TX

About The Position

The HR Business Partner (HRBP) serves as a strategic business 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, regularly provides 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 help HR contribute to business success and goals. It also supports special projects and new program development as needed. The position calls for excellent interpersonal, organizational, communication, and presentation skills; sound judgment; confidence and professionalism; and the ability to manage concurrent assignments and work effectively in a matrix environment. The HRBP must be able to facilitate meetings where emotions may be high and balance sound HR practices with business needs. As a strategic advisor, the HRBP provides thought leadership, aligns HR strategies with business priorities, supports talent identification and development, and uses analytics and organizational diagnostics to develop effective HR solutions. The HRBP builds relationships with business leaders, coaches and consults with managers, identifies workplace concerns, and implements interventions such as coaching, counseling, and mediation. The role also leads change initiatives, manages HR program communications and project plans, coordinates integrated HR solutions, monitors service delivery, analyzes people data, and supports compliance with applicable state and federal laws. Travel may be required as needed.

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 capabilities 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 apply information to the organization's strategic business and people plan.
Strong interpersonal and highly developed writing skills, with acute attention to detail.
Excellent organizational, communication, and presentation skills; sound judgment; and the ability to listen, assess problems, and reach logical solutions.
Ability to facilitate meetings where emotions may be high, manage multiple assignments concurrently, and work effectively in a matrix management environment.
Ability to balance sound HR practices with business needs.

Nice To Haves

Bachelor’s degree or master’s degree.
PHR or SPHR certification.

Responsibilities

Serve as the primary HR contact for department heads and senior leaders in assigned business segments, units, and operating units; provide regular HR status updates to HR Management.
Advise business leaders and managers on HR practices and contribute thought leadership on HR strategies and business performance.
Identify, develop, and deploy talent in partnership with management and Center of Excellence teams, including career planning, skill building, and competency modeling.
Use data analytics, internal and external insights, and talent and organization diagnostics to shape HR solutions and align the organization with business strategy.
Build relationships with business leaders and influence business strategy; identify leadership blind spots and recommend ways to address barriers.
Maintain connections with employees and managers to identify conflict, confusion, and barriers to productivity, engagement, and execution of strategic goals.
Implement action plans and interventions, including coaching, counseling, and mediation, using support resources as needed.
Keep abreast of legislation affecting associate relations and educate managers on practices that minimize company risk.
Partner with business leaders to lead transformation and change; use analytics to anticipate change, measure impact, identify risks, and bring forward appropriate resources.
Manage communications and project plans for HR programs to support understanding and timely completion.
Identify HR solution needs and coordinate integrated solutions within the HROM; lead complex and highly complex initiatives with significant impact.
Innovate on existing programs and ensure services meet time, cost, value, quality, and SLA expectations.
Guide associates and managers on HR processes and guidelines.
Use HR system data and reporting tools to maintain employee and organizational data integrity and analyze people issues, including retention, performance management, engagement, and conflict.
Plan and carry out HR policies and practices in compliance with current state and federal law while supporting regional business plans and initiatives.
Travel as needed.
Perform other duties as assigned.