Human resources Business Partner

Cushing Terrell•Austin, TX

25d•$84,000 - $98,000

About The Position

The Human Resource Business Partner (HRBP) is the day-to-day HR contact for people managers, project managers, and employees within an assigned client group at Cushing Terrell. In this hybrid or in-office role, the HRBP carries out core HR processes with growing independence and partners closely with the Senior HR Manager, who leads coaching and development, succession planning, organizational design, and high-risk investigations. The HRBP answers manager and employee questions, supports performance management, handles routine employee relations matters, checks in with new hires, and produces ADP Workforce Now reports on headcount, turnover, and review completion. The work also involves understanding project-based delivery, billable work, and how employees are staffed and shared between supervisors and project managers. The role helps leaders hire, develop, support, and retain teams delivering client work. As the firm grows through acquisitions, the HRBP supports Day 1 logistics and serves as an HR contact for employees joining the firm during their first 100 days. The HRBP also contributes to projects that make manual HR processes repeatable.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, Industrial/Organizational Psychology, or a related field, or an equivalent combination of education and experience.
5+ years of progressive HR experience.
Experience supporting employees across multiple states and geographies.
Working knowledge of core HR disciplines, including performance management, employee relations, and onboarding, as well as federal employment law and exposure to multi-state compliance.
Sound judgment and discretion with confidential information, including knowing when to act and when to escalate.
Clear written and verbal communication skills, including the ability to explain policy and process in plain language to technical professionals.
Proficiency with HRIS platforms such as ADP Workforce Now and Microsoft 365, including Excel for basic reporting.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience in professional services, architecture, engineering, design, or other project-based environments.
Exposure to onboarding or integrating employees from an acquired company.
Comfort pulling and summarizing reports and identifying trends worth raising.
Strong organization across multiple priorities and deadlines in a high-volume workload.
Steadiness through change in a firm that is growing, acquiring, and building new processes.

Responsibilities

Serve as the first point of contact for managers and employees in the assigned client group, responding clearly and promptly and escalating complex matters to the Senior HR Manager.
Support the performance management cycle, including goal setting, check-ins, annual reviews, and talent calibration; track completion and draft performance improvement plans for Senior HR Manager review.
Guide managers and project managers on feedback, documentation, and development conversations, and help coordinate input for team members shared between them.
Handle routine employee relations matters with empathy and discretion, apply policies consistently, and support workplace investigations by scheduling interviews, gathering documentation, and taking notes.
Partner with Talent Acquisition and HR Operations on hiring and onboarding; check in with new hires through their first 90 days; and conduct stay and exit interviews to identify retention risks.
Support the integration of employees from acquired firms, including Day 1 onboarding, policy acknowledgments, benefits enrollment communications, HRIS setup, and check-ins during their first 100 days.
Pull and summarize ADP Workforce Now reports on headcount, turnover, and performance cycle completion, maintain accurate employee data, and raise trends to the Senior HR Manager.
Support multi-state compliance, internal mobility, succession data, manager training, and change communications, and route compensation and leave questions to the appropriate HR partners.