Human Resources Business Partner - South Central US

Convergint Career•Dallas, TX

12d•Remote

About The Position

We are seeking a highly skilled and results-driven Strategic HR Business Partner (HRBP) with 5-7 years of experience to join our dynamic HR team. The ideal candidate will partner with leadership across multiple business units in the South Central US region to drive people strategy, align HR initiatives with organizational goals, and provide actionable insights that enhance business performance. This role operates in a fast-paced, high-growth environment where priorities evolve quickly and business needs require agility and responsiveness. The successful candidate must be highly organized, adaptable, and capable of effectively managing multiple competing priorities while delivering strategic and operational HR support. This position requires a deep understanding of business operations, strong influencing and relationship-building skills, and a proven track record of developing and executing strategic HR solutions that drive organizational growth, colleague engagement, and business results. The HRBP must also possess a thorough understanding of federal, state, and local employment laws and regulations to ensure compliance and mitigate organizational risk. The HRBP will work effectively with colleagues at all levels of the organization, from front-line employees to executive leadership, ensuring HR strategies and initiatives are aligned to business objectives and tailored to meet the needs of a diverse workforce. In addition, the HRBP will leverage partnerships with HR Centers of Excellence (COEs), including Talent, Inclusion & Diversity, Benefits, and Compensation, to deliver integrated solutions and specialized expertise that support broader organizational goals and drive sustainable business success.

Requirements

5-7 years of progressive HR experience with a focus on strategic HR business partnership, talent management, colleague relations, and organizational development.
Experience working with colleagues at all levels, from front-line workers to senior leadership, is required.
Strong business acumen with the ability to understand and align HR strategies with business objectives across diverse organizational levels.
Proven ability to collaborate with and influence individuals at all levels of the organization, from front-line colleagues to executive leaders.
Experience working closely with and leveraging HR COEs (Talent, Compensation, Benefits, Inclusion & Diversity) to implement comprehensive HR solutions.
Exceptional communication, coaching, and interpersonal skills.
Experience using Workday as an HRIS, with a proven ability to support system implementations and lead the rollout of new features and functionality across the organization, as required.
Proficiency in HR analytics.
Expertise in employment law and best practices in HR policies and procedures, including federal, state, and local regulations.
Excellent problem-solving and conflict resolution skills.
High level of integrity and confidentiality.

Nice To Haves

Experience in a fast-paced, global, or matrixed environment.
Demonstrated ability to manage complex HR projects and lead initiatives that drive change across various levels of the organization.
A master’s degree or HR certification (e.g., SHRM-SCP, SPHR) is a plus.

Responsibilities

Collaborate with senior leaders and management teams to develop and execute HR strategies aligned with business objectives, ensuring the voice of all colleagues is considered in decision-making.
Act as a trusted advisor to all levels of leadership, from front-line supervisors to executive management, providing tailored HR solutions to meet varying needs across the organization.
Partner with leadership to identify people-related challenges and opportunities, offering strategic guidance that aligns with business goals and supports a high-performance culture.
Ensure alignment between business goals and HR initiatives, leveraging HR COEs to implement specialized programs and services effectively.
Support all phases of merger and acquisition activity, including HR due diligence, talent and organizational assessments, employee transition planning, integration execution, harmonization of HR programs and processes, retention strategies, and change management initiatives to ensure successful business integration and minimize disruption.
Collaborate with the Talent team to lead talent development efforts, including performance management, career pathing, and succession planning.
Support managers and colleagues in aligning individual goals with organizational objectives, fostering a culture of continuous learning and development.
Work with Talent Development to create and implement training programs that enhance leadership skills and professional growth for colleagues at all levels, from entry-level to senior leadership.
Act as a key resource for employee relations, providing guidance on conflict resolution, performance issues, and workplace concerns for colleagues at all levels.
Promote a positive work environment through proactive colleague engagement initiatives, ensuring the needs and concerns of both front-line staff and management are addressed.
Conduct employee relations investigations in a timely and thorough manner, ensuring fairness, compliance, and resolution of issues.
Work with Compensation and Talent Acquisition to ensure alignment of compensation structures, benefits, and recruiting strategies with organizational goals while maintaining market competitiveness.
Ensure compliance with federal, state, and local employment laws and regulations, providing expertise and guidance to leadership and colleagues on legal and regulatory matters.
Partner with the Inclusion & Diversity team to implement programs that promote an inclusive work environment and support diverse talent acquisition, retention, and development.
Advocate for and drive organizational initiatives that enhance diversity and inclusivity across all levels, ensuring fair opportunities for growth and advancement for every colleague.
Lead and support change initiatives, providing guidance to colleagues at all levels to help them navigate organizational changes, whether from a leadership or operational perspective.
Work with leaders to communicate and implement changes effectively, ensuring buy-in across the workforce and minimizing disruption.
Utilize HR analytics to track and measure the success of HR programs and initiatives, providing data-driven recommendations to improve outcomes for colleagues at all levels.
Collaborate with HR COEs to ensure insights are used to make informed decisions that support the growth and development of colleagues, from entry-level to executive.
Lead the execution of key HR programs, in partnership with HR COEs, such as employee engagement surveys, leadership development, compensation and benefits strategies, and talent acquisition efforts.
Ensure that HR programs are implemented effectively and that they address the needs of colleagues at all levels, from front-line staff to top-tier executives.