Manager, HR Business Partner

NextDecade•Houston, TX

10h•Onsite

About The Position

NextDecade is seeking an experienced and highly motivated Manager, HR Business Partner to support assigned corporate functions and enable business outcomes through effective staffing, talent management, and manager support. This role partners with leaders and people managers to execute workforce plans, support hiring and internal mobility, strengthen manager capability, and implement scalable talent practices across the employee lifecycle. The ideal candidate is a trusted advisor with strong business acumen, sound judgment, and the ability to translate data and insights into practical people recommendations in a fast-paced, growing environment. The position will be based in Houston, TX and will report to the Sr. Director, HRBP.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Management, or a related field.
Minimum of 8 years of progressive Human Resources experience, including HR business partnering support for corporate/white-collar client groups.
Demonstrated strength in staffing (workforce planning, hiring manager intake, selection, and closing) and talent management (performance cycles, talent reviews, succession, development planning).
Experience partnering with HR Centers of Excellence (Talent Acquisition, Total Rewards, HR Operations) and navigating ambiguity in a growing organization.
Demonstrated experience managing employee relations matters, including investigations, conflict resolution, and corrective action processes.
Strong working knowledge of employment law as it relates to workplace conduct, performance management, and risk mitigation.
Ability to handle sensitive information and materials with the highest level of confidentiality and professionalism.
Strong understanding of federal and state employment laws, labor and employee relations, and HR policies and practices.
Ability to exercise sound judgment, attention to detail, and strong analytical and problem-solving skills.
Strong proficiency in Microsoft Office Suite.
Hands-on experience with Workday or a comparable HRIS, including use of core employee data, job and organizational changes, reporting, and dashboard functionality.
Ability to build trust and foster strong relationships at all levels of the organization.
Demonstrated strategic thinking, influence skills, and the ability to advise leaders effectively.
Excellent interpersonal and communication skills, both verbal and written.
Strong conflict-management and decision-making capabilities.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
Experience supporting fast-growing corporate organizations, including scaling processes for hiring, onboarding, and talent management.
Strong people analytics capability (e.g., dashboards, trend analysis) and advanced Excel skills (pivot tables, XLOOKUP/VLOOKUP).
Advanced Workday proficiency, including experience with reporting, dashboards, position management, organizational structures, and supporting manager self-service and HR transactions.
Bilingual (English/Spanish) is a plus.

Responsibilities

Serve as the day-to-day HR partner for assigned corporate client groups, building trusted relationships with leaders and providing consultative guidance aligned to business priorities and established HR direction.
Support the implementation, maintenance, and communication of HR policies, procedures, and guidelines for assigned client groups; partner with the Sr. Director, HRBP, Legal, and Compliance as needed to ensure alignment with applicable laws and Company standards.
Support the delivery of communications, manager toolkits, and training materials to reinforce policy rollouts and promote understanding and adoption within assigned client groups.
Partner with Talent Acquisition, Total Rewards, HR Operations, Learning & Development to deliver consistent, scalable programs and excellent employee experience.
Leverage Workday to support organizational changes, maintain position and reporting structures, and ensure data accuracy for assigned client groups.
Support staffing for assigned corporate functions in partnership with Talent Acquisition and hiring managers, including workforce planning input, intake, job leveling support, role scoping, and selection process coordination.
Drive effective hiring and internal mobility by coaching interviewers, ensuring equitable and compliant processes, and enabling timely, high-quality decisions.
Support talent management cycles for assigned client groups (goal setting, performance calibration, talent reviews, succession planning), using data and judgment to identify risks, opportunities, and recommended actions.
Support on development planning, leadership capability building, and retention strategies; support high-potential identification and career pathing for critical roles.
Use Workday dashboards and reports to monitor headcount, turnover, talent movement, and other workforce metrics, and translate insights into recommendations for leaders.
Provide day-to-day coaching to leaders and employees on performance management, feedback, conflict resolution, corrective action, and policy interpretation.
Manage routine employee relations matters and investigations, including fact-finding, documentation, and recommendations, while escalating sensitive, complex, or high-risk issues to the Sr. Director, HRBP and partnering with Legal as appropriate.
Support organizational change efforts for assigned client groups (e.g., reorganizations, leader transitions, process changes), partnering with stakeholders to drive adoption and minimize disruption in alignment with broader HR direction.
Use people analytics and insights (e.g., turnover, engagement, hiring metrics) to identify trends, diagnose root causes, and recommend actions that improve retention, performance, and culture.
Collaborate with cross-functional teams to implement and continuously improve HR programs and processes while ensuring compliance with legal requirements and company policies.
Drive engagement and culture initiatives by partnering with leaders on communication plans, team effectiveness, and leader routines that strengthen alignment and accountability.
Partner with HR Operations and managers to support Workday transactions and processes, including job changes, transfers, reorganizations, and data updates, while reinforcing process discipline and data integrity.