Senior HR Business Partner

United Vein & Vascular Centers • Dallas, TX

13d • Remote

About The Position

The Senior HR Business Partner (Sr. HRBP) is a strategic advisor and proactive business partner who supports assigned teams, partnering directly with market/department leadership and management to build a high performing, engaged organization. This role plays a critical part in driving organizational effectiveness, workforce capability, talent strategy, and a high‑performance culture in a dynamic, growth‑oriented environment. The Sr. HRBP anticipates business needs, identifies organizational and talent opportunities, and translates strategic goals into actionable HR, culture, and capability initiatives, while facilitating positive and proactive working relationships with all clinical, operations, and business development/sales partners in support of our overall goals and mission/vision/values. This position will be remote within the Greater Dallas market with travel up to 20% to Houston.

Requirements

• Bachelor’s degree in Human Resources, Business, or related field required.
• 7+ years of progressive HR experience with increasing strategic partnership responsibility.
• Minimum of 3 years’ experience as a Human Resources Business Partner (preferably in healthcare).
• Experience supporting multi-site, high-growth, or market-based environments.
• Strong business acumen and ability to influence senior stakeholders, challenging and guiding leaders to achieve business and people goals.
• Demonstrated success in organizational development, change leadership, and strategic HR consulting.
• Proficiency in HR technology (UKG strongly preferred) and a data-informed approach to decision making.
• Exceptional communication, collaboration, coaching, and relationship-building skills.
• Dependable; able to meet reliable attendance and punctuality standards for the role.

Nice To Haves

• HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.

Responsibilities

• Serve as a trusted advisor to our Texas Market, in support of respective department leadership and our field employees in providing strategic guidance on organizational design, workforce planning, talent optimization, and market scaling.
• Collaborate with assigned departmental, business development, and market leaders to prioritize organizational effectiveness needs and develop strategies, plans, and interventions that strengthen capabilities, culture, and engagement to achieve department, market, and enterprise goals.
• Use workforce analytics, productivity metrics, sales performance insights, and turnover data to anticipate needs and inform forward looking recommendations.
• Lead organizational effectiveness interventions that enhance team performance and satisfaction, sales leadership capabilities, and cross-functional alignment. Drive engagement strategies tailored to field based teams, including retention of high-performing talent.
• Guide leaders and teams through organizational transitions, market expansions, and structural changes with clarity and alignment. Provide change management coaching to leaders to support employee engagement and adoption.
• Identify capability gaps in market teams; partner with leadership to develop and execute plans to build leader and team capability.
• Coach market leaders on leadership effectiveness, performance management, and employee development.
• Advise on talent acquisition needs, success profiles, and competencies tailored to field-based clinical, operations, and sales roles.
• Lead complex employee relations matters, ensuring balanced solutions that support business continuity and legal compliance.
• Educate and enable managers on effective performance management, accountability, and field leadership practices.
• Oversee disciplinary matters in respective client group(s) to include disputes and investigations, performance management, productivity, and policy and culture alignment.
• Partner on compensation design, recommending structure improvements, market competitiveness, clarity of variable plan elements, and alignment to performance outcomes.
• Provide strategic input related to compensation programs, including commission structures, recognition, performance, and market competitiveness.
• Partner with HR Operations and Communications to support benefits and rewards initiatives; ensure field teams receive clear, timely, and relevant communications.
• Partner with HR operations to ensure timely and accurate HRIS updates, including pay changes, promotions, incentive adjustments, and status changes.
• Create and interpret reports related to turnover, workforce metrics, and organizational insights that support leadership decision making.
• Assist other HR functions, as needed, to support a culture of collaboration, excellence, and empowerment for our UVVC teams.
• Monitor evolving labor laws and regulations, particularly at state and local levels, that may impact field-based teams; recommend policy updates to minimize risk.
• Uphold confidentiality and compliance standards in accordance with UVVC policies, the Health Insurance Portability and Accountability Act (HIPAA), and other applicable laws and regulations. PHI is a top priority of our organization.
• Partner with Legal, Compliance, and Risk teams to proactively identify and address employment-related risks.
• Interpret and explain policies and procedures to employees as needed.
• Demonstrate and promote a work culture committed to UVVC’s Core Values: Understanding, Nurturing, Ingenuity, Trust, Excellence, and Diversity.
• Demonstrate behaviors that are consistent with UVVC’s Standards of Conduct as outlined in our Employee Handbook.

Benefits

• Competitive salary and bonus structure
• Comprehensive benefits package (medical, dental, vision, 401k, PTO)
• Opportunity to make a direct impact on the growth and success of a leading physician-owned healthcare practice
• Collaborative, mission-driven work culture

What This Job Offers

• Job Type: Full-time
• Career Level: Senior