Human Resouces Business Partner

Copart•Dallas, TX

33d

About The Position

Copart, Inc. is a global leader in online vehicle auctions and automotive remarketing services. With operations spanning multiple countries, we support thousands of Members worldwide. Our success is driven by our operational excellence, entrepreneurial mindset, and commitment to integrity, ownership, innovation, and getting results. The Human Resources Business Partner (HRBP) partners closely with business leaders to align people strategies with business priorities and operational objectives. This role serves as a trusted advisor, helping leaders build high-performing teams, strengthen organizational effectiveness, develop talent, manage change, and drive employee performance. The HRBP leverages business insight, workforce data, and practical HR expertise to deliver solutions that improve organizational outcomes while ensuring compliance with employment laws and company policies. The ideal candidate is a strategic thinker, has strong consulting and influencing skills, excellent communication (written and verbal), is a problem solver, and can build trusted relationships across all organizational levels.

Requirements

Bachelor’s degree in HR, Business Administration, Organizational Development or related field required.
Five or more years of progressive Human Resources experience, including experience in one or more of the following areas: HR Business Partnership, Talent Management, Organizational Development, or Employee Relations.
Experience supporting employees at all levels.
Strategic thinking and business acumen.
Strong consulting and influencing skills.
Excellent verbal and written communication skills.
Conflict resolution and problem-solving abilities.
Data analysis and workforce planning expertise.
Project management and change management capabilities.
Ability to build trusted relationships across all organizational levels.

Nice To Haves

Master’s degree preferred.
Development, and/or Employee Relations preferred.
Experience managing change initiatives preferred.
SHRM (SHRM-SCP, SHRM-CP) or HRCI (SPHR or PHR) certifications preferred.

Responsibilities

Partner with business leaders to develop and execute people strategies that support business objectives.
Provide guidance on organizational design, workforce planning, and succession planning.
Analyze workforce data and organizational trends to identify opportunities and recommend solutions that improve business performance.
Support business transformation and change management initiatives.
Partner with leaders to identify current and future talent needs while supporting recruiting and workforce planning strategies.
Lead talent reviews, succession planning, and leadership development initiatives to strengthen organizational capability.
Coach leaders on employee development, career planning, and creating meaningful development opportunities for high-potential talent.
Advise managers and employees on workplace issues, conflict resolution, and employee concerns.
Guide leaders through goal setting, performance reviews, and performance improvement processes.
Coach managers on effective performance management practices.
Support recognition and reward programs.
Drive accountability for employee performance and development.
Assess organizational effectiveness and recommend solutions that improve structure, collaboration, and business performance.
Partner with leaders to design and implement organizational changes that support business objectives.
Facilitate leadership and team effectiveness initiatives that strengthen engagement and execution.
Support culture initiatives that reinforce Copart's values and operational excellence.
Ensure compliance with federal, state, and local employment laws.
Execute enterprise HR programs and initiatives while ensuring consistent application across assigned client groups.
Interpret and communicate HR policies and procedures.
Partner with Centers of Excellence (COEs) and HR Operations teams to deliver HR solutions.
Leverage workforce metrics and analytics to identify trends related to turnover, engagement, retention, productivity, and workforce planning.
Translate data into actionable recommendations that support business decision-making.
Measure the effectiveness of HR initiatives and recommend continuous improvements.