Regional Human Resources Business Partner

Moon Valley Nurseries•Houston, TX

1d•$60,000 - $80,000•Onsite

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic and operational HR leader supporting assigned locations. This role partners directly with the Regional Vice President, District Managers and General Managers, and other key leaders to drive people strategy, strengthen leadership capability, and ensure consistent execution of HR practices. The HRBP operates as a trusted advisor and hands-on resource within the field, proactively addressing employee relations, performance management, workforce planning, compliance, and supporting organizational development needs. This position requires regular travel and consistent on-site presence within assigned markets. This role will be based out of the Katy, TX office and is an in-person position, currently supporting the TX and Eastern Region Markets.

Requirements

2+ years of progressive HR experience, preferably in multi-location, retail, agricultural, or field-based environments.
Strong working knowledge of employment laws and compliance requirements across multiple states.
Proven experience in employee relations and conducting investigations.
Ability to build trust and credibility with operational leaders in a fast-paced environment.
Strong coaching and conflict resolution skills.
High level of discretion and professionalism when handling confidential matters.
Ability to work independently while managing multiple field locations.
Willingness and ability to travel regularly within assigned markets.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.

Responsibilities

Serve as the primary HR partner for assigned locations, including visiting locations in person to drive people strategies
Align workforce strategy with business goals through strong partnerships with field leadership.
Coach and guide managers on corrective action, leadership effectiveness, employee engagement, and team development.
Provide escalation support for employee concerns to ensure timely resolution, reduce risk, and inform data driven action.
Identify talent and skill gaps; partner on succession planning and targeted development strategies.
Promote best practices in performance evaluations, corrective action, development planning, and performance improvement processes.
Support leadership in fostering a positive, performance-driven culture.
Collaborate with recruiting and field leaders to align staffing plans with workforce needs.
Directly engage in headcount planning and support GMs and DMs in meeting labor budget expectations.
Support onboarding retention efforts, particularly for leaders, to ensure a best-in-class employee experience.
Conduct investigations, including Title VII, and oversee fair and consistent policy application.
Reduce legal and operational risk by ensuring adherence to federal, state, and local employment laws and company policies, conducting location audits, and facilitating training in the field.
Support the H2A and H2B Programs where applicable.
Enable proactive decision making by analyzing HR metrics, including turnover, engagement, performance, and staffing, and translating insights into actionable recommendations for regional and executive leaders.