Human Resources Business Partner

Transwestern•Houston, TX

1d•Onsite

About The Position

The Human Resources Business Partner will act as a trusted advisor and strategic consultant to leadership, management, and team members across Transwestern’s platform. This role is responsible for aligning HR initiatives with organizational objectives, fostering strong relationships across departments, and providing data-driven insights to support key business decisions. The Human Resources Business Partner serves as a catalyst for change, ensuring that talent strategies directly contribute to the firm’s competitive advantage and long-term growth.

Requirements

A bachelor’s degree with emphasis in human resources, business, or related field.
A minimum of 2 to 4 years of experience.
Preference for experience gained, at least in part, at a professional services, financial services, or hospitality organization.
Commercial real estate, professional, financial, investment services, or hospitality experience is preferred.
Hospitality, commercial real estate, professional, financial, or investment services experience is preferred.
Proficient with HR Information Systems (HRIS); prefer Workday.
Advanced proficiency with Microsoft Word and Excel.
In-depth understanding of U.S. labor laws (federal, state, and city level) in multiple states.
Drive consistency in employee experience and engagement, in collaboration with the rest of the HR team on initiatives.
Demonstrate strong analytical capabilities with a high attention to detail.
Strong sense of urgency and ability to work in fast-paced, ever-changing environment.
Highly motivated, with the ability to be self-directed.
A genuine collaborator and team-player with an inclusive mindset and ability to build great relationships at all levels of the organization.
Ability to provide efficient, reliable, and courteous service to internal and external customers.
Ability to keep information and internal communications confidential.
Exhibit excellent verbal and written communication skills.
Ability to work from corporate office and visit property sites.
Travel, up to 10%.

Nice To Haves

PHR, SHRM- CP, SPHR or SHRM-SCP designation a plus.
Fluency in Spanish is a plus.

Responsibilities

Cultivate collaborative relationships with senior leadership to translate business goals and organizational challenges into actionable HR strategies, providing expert guidance on organizational design, change management, and people-centric initiatives to improve operational performance.
Consult with management to assess team development needs and execute talent management activities, including succession planning, career pathing, and morale-building initiatives designed to influence higher productivity and retention.
Serve as a trusted advisor to managers and team members on employee relations matters, including the resolution of workplace concerns, performance improvement plans (PIPs), and the consistent application of recognition and advancement practices.
In partnership with Senior Human Resources Business Partner, collaborate with Legal and Risk Management to minimize organizational exposure by providing expert guidance on employment law, ensuring all people-related decisions uphold the firm’s standards and procedural integrity.
In collaboration with Senior Human Resources Business Partner, provide strategic HR oversight and transition support for mergers and acquisitions, ensuring compliance and operational continuity throughout the integration process.
Utilize people data and metrics to identify trends, diagnose systemic issues, and provide recommendations to leadership that drive informed business decisions.
Partner across HR functions to develop and communicate HR policies and procedures to ensure consistency and alignment of human resources practices across different regional markets or business units.
Collaborate with the Talent Solutions team to define workforce needs and ideal candidate profiles, ensuring a seamless transition from the hiring phase to onboarding and long-term integration.
Partner with Total Rewards and leadership during annual compensation, bonus cycles, and market adjustments to ensure market competitiveness, internal equity, and alignment with the firm's total rewards philosophy.
Perform other related duties and special projects as assigned to support the evolving needs of the business and the HR department.