Human Resources Business Partner

Haag, a Salas O'Brien Company•Houston, TX

46d•$85,000 - $95,000•Hybrid

About The Position

The Human Resources Business Partner (HRBP) plays a critical role in supporting our people and culture across a dynamic, evolving organization that is actively transitioning toward more automated, scalable, and efficient HR processes. This role partners closely with the Regional Director of Human Resources to deliver both hands-on HR support and forward-looking strategic solutions, while also helping shape and improve how HR work gets done across the organization. The ideal candidate is comfortable operating in an environment where not all processes are fully optimized—and takes initiative to identify inefficiencies, challenge legacy practices, and drive improvements that enable the HR function to scale. This is a unique opportunity for an HR professional who wants to transition organizations from transactional to strategic, while still serving as a trusted advisor to leaders and team members.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (equivalent experience considered).
4–6 years of progressive HR experience (generalist or HRBP) supporting multi-site, hybrid, or remote teams.
Working knowledge of U.S. employment laws (FMLA, ADA, EEO, wage & hour, etc.).
Strong interpersonal, communication, and problem-solving skills with the ability to build trust at all levels.
Highly organized, detail-oriented, and able to manage multiple priorities effectively.
Proficiency with Microsoft Office Suite and HRIS systems (experience with UKG is a plus).

Nice To Haves

PHR/SPHR, SHRM-CP certification.
Experience in a professional services or engineering/consulting environment.
Familiarity with HR analytics, dashboards, or workforce data reporting.

Responsibilities

Partner with the Regional Director of Human Resources to implement people programs and initiatives that align with company values and business goals.
Serve as a trusted resource for team members and managers, providing accurate and timely guidance on HR policies, procedures, and best practices.
Support the rollout of companywide programs related to engagement, training, performance, and compliance.
Collaborate with cross-functional partners (Payroll, Finance, IT, Operations) to ensure consistency and accuracy in HR processes and communications.
Identify opportunities to reduce administrative burden such as onboarding coordination and manual tracking.
Help shift focus toward employee relations, coaching, and business partnership.
Support transition to a more strategic HR delivery model.
Support employee relations activities, including documentation, investigations, and communication of outcomes consistent with company policy and legal requirements.
Provide guidance to managers on handling performance, conduct, and attendance concerns, including coaching and corrective action.
Maintain up-to-date knowledge of federal, state, and local employment laws to ensure policy compliance and risk mitigation.
Partner with HR leadership to support performance management cycles, including goal setting, feedback, and reviews.
Support development opportunities, learning sessions, and mentorship programs that support growth and career pathing.
Contribute to a culture of inclusion, collaboration, and accountability through HR-led engagement efforts.
Support team member surveys, focus groups, recognition programs, and internal communications.
Champion Salas O’Brien’s culture of ownership and teamwork — ensuring team members feel connected, supported, and valued.
Identify and assess current HR processes and recommend improvements to increase efficiency and scalability.
Support the shift toward automation and streamlined workflows.
Partner across HR and business teams to transition transactional work to centralized or automated solutions.
Drive change from concept to execution.
Balance daily operational needs with long-term HR transformation goals.