Lead HR Business Partner (HRBP)

BAL•Richardson, TX

About The Position

The Lead HR Business Partner (HRBP) serves as a strategic advisor and thought partner to senior leaders, driving alignment between business objectives and people strategies. This role leads enterprise-wide HR initiatives, fosters organizational effectiveness, and ensures consistent, high-quality HR delivery. The Lead HRBP champions a strong, inclusive workplace culture, mentors HR team members, and manages complex employee relations with discretion and expertise.

Requirements

Bachelor’s degree in HR, business, or related field. Master’s degree or advanced HR certification (SPHR or SHRM-SCP) preferred.
8-10 yrs or progressive HR experience, including significant HRBP responsibility.
Demonstrated experience influencing senior leadership and managing complex organizational or ER issues
Deep understanding of employment law, HR policy design, and business acumen
Proven success managing multiple HR priorities with strategic and operational balance.
Strategic Thinking: Ability to align HR strategy with business goals and anticipate future needs.
Influence & Communication: Strong executive presence and ability to build trust with senior stakeholders.
Analytical Acumen: Comfort with data and metrics to drive decisions and measure success.
Collaboration: Skilled at working across functions and partnering with COEs.
Agility: Comfortable navigating ambiguity and leading through change.

Nice To Haves

Master’s degree or advanced HR certification (SPHR or SHRM-SCP) preferred.

Responsibilities

Serve as a trusted advisor to senior leaders, translating business strategy into actionable people plans.
Lead workforce planning, organizational design, and talent strategy to support growth and transformation.
Drive leadership development, succession planning, and capability building across the organization.
Use data-driven insights to inform decision-making and measure HR impact.
Provide strategic guidance on change management, employee engagement, and organizational effectiveness.
Lead resolution of high-risk and sensitive employee relations matters with professionalism and confidentiality.
Ensure compliance with employment laws and internal policies.
Partner with Legal and Compliance teams to mitigate risk and uphold ethical standards.
Champion firm-wide culture, inclusion, and engagement efforts.
Lead adoption of strategic HR programs and manage change initiatives that support business transformation.
Promote company values and foster a positive employee experience.
Lead cross-functional HR projects and enterprise initiatives from design to execution.
Continuously improve HR policies, processes, and systems to enhance efficiency and employee outcomes.
Collaborate with HR Centers of Excellence (COEs) to ensure seamless delivery of programs.
Partner with compensation teams to ensure equitable and competitive pay practices
Advise leaders on compensation strategy, pay decisions, and market benchmarking
Support annual compensation planning and incentive program alignment
Collaborate with benefits to ensure programs meet employee needs and business goals
Partner with HR operations and systems teams to ensure efficient processes and data integrity
Collaborate with Talent Acquisition to align hiring strategies with workforce planning
Support recruitment efforts for senior and strategic roles