Senior HR Business Partner

Service Corporation International•Houston, TX

4d•Onsite

About The Position

The Senior HR Business Partner (Sr. HRBP) is based at the Houston Corporate office and provides comprehensive HR partnership to leaders and associates within the assigned Area of Responsibility, including the Houston and New Orleans Corporate offices. The role independently manages complex employee relations matters, provides proactive coaching and guidance to people leaders, and supports business decisions through practical HR expertise and workforce insights. The Sr. HRBP helps promote a positive Corporate culture, associate engagement, wellbeing, and a respectful work environment. The position analyzes engagement survey results, onboarding and exit feedback, and workforce trends to identify meaningful patterns, develop and present actionable recommendations to leadership, and partner with stakeholders to implement improvements. The role also partners with Corporate leaders, HR leadership, and Centers of Excellence to support workforce planning, organizational effectiveness, and consistent application of established HR practices.

Requirements

Bachelor’s degree in human resources management, business, or a related field, or an equivalent combination of education and relevant experience.
At least five years of progressive HR experience, including demonstrated HR Business Partner experience and independent management of complex employee relations matters.
Demonstrated experience coaching and influencing people leaders, supporting organizational effectiveness, facilitating or coordinating training and leadership development, and applying established talent processes.
Experience analyzing engagement, onboarding, exit, and other workforce data and presenting actionable findings and recommendations to leaders.
Demonstrated experience collaborating across HR functions, supporting organizational change, and implementing improvements to HR practices or the associate experience.
Strong strategic thinking, executive presence, credibility-building, influencing, and communication skills with leaders at all levels.
Strong business and financial acumen, including the ability to understand organizational priorities, assess workforce implications, and align HR recommendations with business objectives.
Strong coaching, facilitation, and problem-solving skills, including the ability to address complex leadership and organizational challenges.
Strong analytical and presentation skills, including interpreting qualitative and quantitative workforce data, identifying trends, and independently delivering presentations with actionable insights and recommendations.
Excellent written and verbal communication skills, including the ability to explain complex information clearly and tailor messages to different audiences.
Strong knowledge of HR practices, Company policies, and applicable employment laws and regulations, with sound judgment in recommending practical, compliant HR solutions.
High attention to detail, discretion, and sound judgment in handling confidential employee relations matters and associate feedback.
Proficiency in Microsoft Office (Word, Excel, PowerPoint, and Outlook).
Ability to manage multiple tasks concurrently and work independently.
Adaptability to new work structures, processes, and requirements.
Ability to sit continuously for periods of time, frequently up to six hours.
Physical effort requiring manual dexterity, including paperwork, computer, and phone usage.
Ability to work beyond standard hours as needed and comply with the Company dress code policy.

Nice To Haves

PHR/SPHR or SHRM-CP/SCP certification.
Workday experience.
Bilingual Spanish.

Responsibilities

Independently manage complex and sensitive employee relations matters, conduct objective investigations, make recommendations, and partner with HR leadership and Legal as appropriate.
Advise Corporate leaders on sensitive performance, conduct, conflict, employment decisions, employment practices, policies, and applicable laws; identify risks and escalate matters when appropriate.
Analyze employee relations patterns and recommend preventive actions such as leader coaching, training, and consistent accountability.
Build trusted relationships with Corporate leaders, understand departmental objectives and workforce challenges, and provide proactive HR guidance aligned with business needs.
Partner with Corporate leaders to evaluate organizational structures and the people-related implications of organizational decisions, recommending ways to improve accountability, role clarity, and organizational effectiveness.
Assess current and anticipated workforce needs, staffing levels, and workload distribution to identify resource-alignment opportunities.
Provide guidance on recruiting, staffing, compensation, talent development, and retention in partnership with appropriate HR Centers of Excellence.
Lead assigned HR projects and initiatives, coordinating with Corporate leaders and HR partners to implement improvements and achieve objectives.
Coach Corporate people leaders on performance management, difficult conversations, conflict resolution, communication, accountability, and team effectiveness.
Identify leadership skill gaps and partner with HR Centers of Excellence to coordinate targeted training and development resources.
Facilitate or coordinate training sessions, workshops, and leader discussions using established Company programs and resources.
Support leaders in applying established performance management, talent review, and succession planning processes; share workforce insights and encourage follow-through on development actions.
Reinforce Company Success Behaviors and leadership expectations through coaching and development activities, and share effective leadership practices with HR colleagues as appropriate.
Partner with leaders to promote a workplace culture grounded in trust, communication, inclusion, accountability, Company values, engagement, recognition, and wellbeing.
Identify workplace factors affecting associate wellbeing and partner with leaders and HR Centers of Excellence to address concerns and connect associates with available resources.
Work with leaders and HR Centers of Excellence to improve the associate experience across onboarding, new-hire integration, engagement, development, retention, and offboarding.
Analyze and interpret engagement survey results, exit interview and exit survey data, onboarding survey feedback, and workforce metrics to identify recurring themes, underlying drivers, risks, and opportunities.
Develop and deliver presentations of workforce and engagement findings to Corporate leaders and HR leadership, with audience-appropriate insights and recommendations.
Partner with Corporate leaders to prioritize findings and develop practical action plans addressing engagement, onboarding, turnover and retention, workplace culture, and leadership practices.
Monitor action-plan implementation, evaluate progress using survey results and workforce measures, and recommend adjustments for continuous improvement.
Use workforce insights to inform organizational effectiveness, workforce planning, and people-related business decisions while maintaining confidentiality and responsible interpretation of associate feedback.
Manage multiple tasks concurrently, work independently, adapt to changing work structures and requirements, travel occasionally as required, and work beyond standard hours as needed.
Comply with the Company dress code policy.