Senior HR Business Partner

Bray International, Inc.•Houston, TX

25d

About The Position

The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor to senior leadership, driving people strategies that support business goals, organizational effectiveness, and a high‑performance culture. This role partners closely with executives, managers, and cross‑functional teams to deliver workforce planning, talent management, employee relations, organizational design, and change leadership initiatives.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field required.
7–10+ years of progressive HR experience, with at least 3 years in an HRBP or strategic HR role.
Strong knowledge of employment law, HR best practices, and organizational development principles.
Demonstrated experience supporting senior leaders and influencing at the executive level.
Proven ability to manage complex employee relations matters.
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with organization’s HRIS and talent management systems.

Nice To Haves

SHRM-CP or SHRM-SCP highly desired.

Responsibilities

Partner with senior leaders to understand business priorities and translate them into HR strategies and actionable plans.
Provide data-driven insights into workforce trends, talent risks and organizational health.
Influence decision making by offering thought leadership on people, culture, and organizational effectiveness.
Build credibility across all levels of the organization to serve as a trusted partner to the business.
Lead talent reviews, succession planning, and leadership development initiatives.
Coach leaders on performance management, feedback, and employee development.
Identify high potential talent and support career pathing and retention strategies.
Serve as a trusted advisor for complex employee relations issues, ensuring fairness, consistency, and legal compliance.
Promote a culture of inclusion, accountability, and continuous improvement.
Conduct investigations and partner with Legal when needed.
Assess organizational structures and recommend improvements to optimize efficiency and scalability.
Lead change management efforts for reorganizations, new processes, and cultural initiatives.
Facilitate team effectiveness sessions, leadership workshops, and organizational assessments.
Collaborate with Compensation, Talent Acquisition, and Benefits to drive consistent HR strategies that support the business goals.
Ensure compliance with federal, state, and local employment laws.
Support annual HR cycles including compensation planning, performance reviews, talent reviews, and workforce planning.
Use HR metrics (turnover, engagement, DEI, performance trends) to diagnose issues and recommend solutions.
Present insights to leadership with clear recommendations and action plans.
Managing investigations and employee relations issues.
Staying current with HR trends and legal updates.
Performs other duties as assigned.