Human Resources Business Partner

Tricon Residential•Irving, TX

10d•Hybrid

About The Position

Tricon is an owner, operator and developer of single-family rental homes in the U.S. and multi-family apartments in Canada. Our commitment to enriching the lives of our employees, residents and local communities underpins Tricon’s culture and business philosophy. We provide high-quality rental housing options for families across the United States and Canada through our technology-enabled operating platform and dedicated on-the-ground operating teams. Our development programs are also delivering thousands of new rental homes and apartments as part of our commitment to help solve the housing supply shortage. Job Description The Human Resources Business Partner (HRBP) is a strategic advisor and thought partner to business leaders, responsible for translating business priorities into people strategy that drive performance, culture, and engagement. This role partners closely with leaders to diagnose organizational needs, shape talent and workforce strategies, and enable effective change across the employee lifecycle. The HRBP operates as a trusted consultant, balancing strategic insight with practical, business-aligned decision-making and collaborates with global Centers of Excellence (Talent Acquisition. Organizational & Talent Development, Total Rewards, HR Technology, etc.) to design and deliver solutions that support organizational change. The HRBP is a hands-on, high-impact professional who brings strong business sense, a proactive attitude, and natural curiosity about how the business operates while exemplifying our core values of caring, kindness, teamwork, and excellence. Essential Duties and Responsibilities include the following but are not limited to the job specifications contained herein. Additional duties or job functions that can be performed safely may be required as deemed necessary by supervisory personnel.

Requirements

Strong business acumen and a natural curiosity about how a business operates
Excellent written and verbal communication, including high-quality document preparation, and presentation skills desirable
Agile, flexible, proactive and problem-solving approach
Ability to prioritize workload and meet critical deadlines
Ability to initiate/develop processes and procedures
Team player with strong collaboration skills
Basic project management skills
Experience with Google Suite, Microsoft Office and other HR technologies i.e. Workday, preferred
Self-starter – able to work proactively and independently while also knowing when to escalate/seek support and advice
Absolute confidentiality and integrity
Ability to build strong relationships, influence, work as a change agent
8+ years of progressive HR experience, including at least 5+ years operating as an HR Business Partner supporting senior business leaders
Demonstrated experience providing HR Business Partner support across multi-site, geographically dispersed organizations with field-based or operational employee population
Demonstrated ability to influence and coach senior leaders in fast-paced, growth-oriented or transformational environments

Nice To Haves

Post secondary education desired i.e. university, college, certificate/diploma in HR, etc.
HR professional certification or designation completed or in progress is an asset (PHR, CIPD)
Experience supporting business units with 500+ employees preferred
Proven experience translating business strategy into workforce and organizational solutions, including workforce planning, organizational design, performance management, talent reviews, and change management initiatives
Experience managing complex employee relations matters and partnering with Legal and/or Employee Relations leadership to assess risk and drive consistent, values-based outcomes

Responsibilities

Act as a strategic partner to employees and leaders by translating business strategy into people, talent, and organizational solutions that foster a strong employee experience.
Coach and influence employees and leaders on day-to-day topics including organizational effectiveness, team performance, leadership capability, and serving as a thought partner on complex people decisions.
Manage multiple initiatives independently, while maintaining strong cross-functional relationships across teams and regions and delivering results in a fast-paced environment.
Serve as a trusted advisor to leaders on complex employee relations matters, partnering with VP of Employee Relations to assess risk, determine appropriate action, and reinforce consistent, values-driven practices.
Lead and support the people strategy behind core HR programs and cycles, including performance management, compensation reviews, goal setting, talent reviews, development planning, promotions, and engagement initiatives.
Use HR data metrics (e.g., headcount, compensation, attrition, job levels) to inform decision-making and drive performance, productivity, and capability improvements.
Collaborate with HR Centers of Excellence to shape, tailor, and deliver programs that enhance employee experience and support talent attraction and retention.
Partner with HR leadership and business leaders on organizational design and change management efforts, bringing foundational knowledge of talent management and OD principles.
Act as a trusted advisor with a pulse on employee sentiment, collaborating with HR leadership on employee lifecycle initiatives such as mobility, organizational changes, and engagement strategies, while balancing agility with sound HR infrastructure.
Identify and implement opportunities to improve people processes, systems, and ways of working that enable scale and efficiency.