Human Resources Business Partner

Witherite Law Group•Dallas, TX

1d•Onsite

About The Position

The HR Business Partner (HRBP) serves as both a strategic advisor and hands‑on HR generalist, providing day‑to-day support to employees and management within assigned client groups. This role is on‑site and partners closely with leadership to align HR initiatives with business objectives while also delivering tactical HR support in areas such as employee relations, policy interpretation, ADA interactive discussions, and HR compliance. The HRBP ensures a consistent, responsive, and employee‑focused experience while advancing broader organizational priorities.

Requirements

Minimum of 8 years of HR Generalist experience with demonstrated strength in employee relations, policy guidance, and day‑to-day HR support.
Strong communication, customer service, and interpersonal skills
Exceptional organization, accuracy, and attention to detail.
Ability to prioritize multiple tasks and deliver timely support in a fast‑paced environment.
Proficiency with Microsoft Office Suite and common HR/HRIS tools.
Bachelor’s degree in in Human Resources, Business Administration, Analytics, or a related field.

Nice To Haves

Experience conducting or supporting ADA interactive processes, employee relations investigations, or HR compliance matters preferred.
SHRM-CP or SHRM-SCP certified.

Responsibilities

Provide daily HR support to assigned client groups and employees.
Serve as the first point of contact for employee inquiries, including HR policies, benefits, payroll, FMLA, Workers’ Compensation, ADA, and general employee relations questions.
Respond to employee and manager emails, ensuring timely and accurate support.
Manage and resolve employee relations matters; conduct fair, thorough, and well‑documented investigations as needed.
Maintain working knowledge of employment laws and internal policies to ensure compliance and reduce risk.
Consult with employees and management, providing HR guidance on performance management, policy interpretation, org changes, and employee development.
Analyze HR trends and partner with HR leadership to recommend improvements, programs, and initiatives.
Partner with leaders to identify training needs, workforce planning considerations, and succession planning opportunities.
Provide performance management guidance including coaching, corrective action, and development planning.
Support new hire, promotion, and transfer processes, including recommendations on job offers, compensation placement, and alignment with organizational policies.
Collaborate with other HR functions to ensure consistent execution of HR processes and programs.
Other duties as assigned.