Human Resources Business Partner (HRBP)

Houston Zoo•Houston, TX

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic partner to leaders and a trusted resource for staff, with primary focus on staff relations investigations and documentation, leadership coaching and training for prevention, and overall staff engagement and culture. This role leads fair, consistent, and timely staff relations investigations; equips leaders with tools and skills to proactively address issues; and supports initiatives that strengthen staff experience and reinforce the organization’s mission, core values, and culture. The HRBP also provides guidance in employment law, HR policies, leave administration, and HR operations to ensure compliance and organizational effectiveness. Our Mission: The Houston Zoo connects communities with animals, inspiring action to save wildlife. Our Vision: To be a leader in the global movement to save wildlife.

Requirements

BA/BS degree in Human Resources, Business, or related field or equivalent combination of education and experience.
Minimum of four (4) years’ progressive experience in Human Resources with concentration in areas such as employment law, policy development, staff relation guidance and recruitment methods.
Demonstrated experience conducting complex, sensitive investigations and resolving staff relations issues in a fair and equitable manner.
Experience designing, delivering, or facilitating manager training, workshops, or coaching conversations.
Thorough understanding of employment laws and regulations, including but not limited to Title VII, FMLA, ADA, and FLSA.
Strong knowledge of employment laws and regulations and the ability to apply them in real-world, practical scenarios.
Proven ability to handle confidential and sensitive information with discretion and sound judgment
Exceptional interpersonal skills with the ability to build trust and credibility with staff and leaders at all levels.
Strong facilitation, coaching, and communication skills — written, verbal, and presentation
Excellent written and verbal communication skills; ability to interact clearly and effectively with both internal and external individuals.
Proficiency in Microsoft Office suite and HRIS systems, comfort learning new technology and tools.

Responsibilities

Serves as a primary point of contact for staff and leaders regarding workplace concerns, conflicts, and/or grievances. Conducts timely, thorough, and well-documented investigations in accordance with organization policies and applicable laws.
Provides guidance to managers on staff relations matters, performance management, corrective action, conflict resolution, and policy interpretation with an emphasis on fairness, consistency, and risk mitigation.
Maintains organized, confidential documentation of investigations, findings, and follow-up actions.
Identifies patterns and root causes of recurring staff relations issues and partner with leaders to implement preventative strategies and action plans.
Consults with HRB on termination decisions and other high-risk actions to ensure legal compliance and alignment with organizational values.
Coaches’ managers on day-to-day people leadership, including feedback, documentation, performance conversations, recognition, and accountability.
Collaborates with HR and Training/Safety teams to design and deliver practical training for leaders on topics such as performance management, documentation, conflict resolution, and respectful workplace expectations.
Partners with leaders to develop preventative plans (e.g., early intervention plans, follow-up plans after investigations, team reset plans) that reduce the likelihood and severity of future ER issues.
Supports change management by preparing leaders to communicate and implement organizational changes in ways that maintain trust, engagement, and clarity for staff.
Supports staff engagement efforts by coordinating surveys, focus groups, and ongoing feedback mechanisms.
Analyzes engagement, exit interview, and turnover data to identify trends; partner with leaders to create practical, time-bound action plans.
Partners with HR Coordinator and Talent Acquisition to ensure onboarding immerses staff in the zoo’s culture, mission, core values, and strategic initiatives.
Reinforces organizational core values through HR programs, recognition efforts, and leader coaching.
Maintains current knowledge of employment laws and regulations (e.g., FMLA, ADA, FLSA, Title VII) and advise leaders on practical implications.
Oversees FMLA/ADA and other leave management cases, ensuring consistent application, documentation, and communication with staff and leaders.
Ensures workers’ compensation documentation and OSHA logs are accurate, timely, and coordinated with Safety and other stakeholders as required.
Supports policy development, implementation, and updates, ensuring policies are clear, practical, and aligned with organizational values.
Prepares and interprets HR metrics and analytics related to investigations, turnover, engagement, and other key indicators; share insights with leaders and recommend actions.
Partners with Talent Acquisition to review hiring, time-to-fill, and retention trends and co-create strategies that improve staff experience and outcomes.
Participates in HR process improvement efforts, helping to streamline workflows, improve responsiveness, and reduce administrative burden for staff and leaders.
Collaborates with HR colleagues (Talent Acquisition, HR Coordinator, Safety, Training, etc.) to deliver seamless HR support to staff and leaders.
Participates as an active representative in the organization’s Safety Committee and other cross-functional initiatives, as assigned.
Facilitates effective internal HR communications, ensuring staff and leaders are informed about HR programs, policies, and changes.
Contributes to saving animals in the wild through reduction of waste, water and energy use and inspiring guests and staff to take wildlife protection actions.
Assumes other responsibilities consistent with the role, as assigned