Senior HR Business Partner

SCI Shared Resources•Houston, TX

3d•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 an assigned Area of Responsibility, including the Houston and New Orleans Corporate offices. The role independently manages complex employee relations matters, coaches and guides people leaders, and supports business decisions with practical HR expertise and workforce insights. It promotes a positive Corporate culture, associate engagement, wellbeing, and a respectful work environment. The Sr. HRBP analyzes engagement survey results, onboarding and exit feedback, and workforce trends to identify patterns, develop and present actionable recommendations to leadership, and partner with stakeholders to implement improvements. The position works with Corporate leaders, HR leadership, and Centers of Excellence (COEs) on workforce planning, organizational effectiveness, and the consistent application of established HR practices. The position requires a bachelor’s degree in human resources management, business, or a related field, or an equivalent combination of education and relevant experience, and at least five years of progressive HR experience. Occasional travel is required. The role may involve working beyond standard hours as needed and includes continuous periods of sitting, frequently up to six hours, as well as manual dexterity for paperwork, computer, and phone use.

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 and ability to assess workforce implications and align HR recommendations with business objectives.
Strong coaching, facilitation, and problem-solving skills, including ability to address complex leadership and organizational challenges.
Strong analytical and presentation skills, including ability to interpret qualitative and quantitative data, identify trends, and independently present actionable insights and recommendations to leadership audiences.
Excellent written and verbal communication skills, including ability to tailor clear messages to different audiences.
Strong knowledge of HR practices, Company policies, and applicable employment laws and regulations, with sound judgment in recommending practical, compliant solutions.
Attention to detail, discretion, and sound judgment when handling sensitive information, confidential employee relations matters, and associate feedback.
Proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook).
Ability to manage multiple tasks concurrently and work independently.
Adaptability to new work structures, processes, and requirements.
Ability to sit for continuous periods, frequently up to six hours; manual dexterity for paperwork, computer, and phone use.
Ability to travel occasionally as required and work beyond standard hours as needed.
Must comply with the Company dress code policy.

Nice To Haves

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

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 performance, conduct, conflict, employment decisions, and compliant employment practices; identify workplace risks and escalate significant or complex matters appropriately.
Identify patterns in employee relations concerns and recommend preventive actions such as leader coaching, training, and consistent accountability.
Build relationships with Corporate leaders, understand departmental objectives and workforce challenges, and provide proactive HR guidance aligned with business needs.
Assess organizational structures, workforce needs, staffing levels, and workload distribution; advise on reorganizations, reporting relationships, role clarity, and resource alignment.
Partner with HR Centers of Excellence on recruiting, staffing, compensation, talent development, and retention matters.
Lead assigned HR projects and initiatives in coordination with Corporate leaders and HR partners.
Coach people leaders on performance management, difficult conversations, conflict resolution, communication, accountability, and team effectiveness.
Identify leadership skill gaps and coordinate targeted training and development resources with appropriate HR Centers of Excellence.
Facilitate or coordinate training sessions, workshops, and leader discussions using established Company programs and resources.
Support leaders in applying 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 positive workplace culture grounded in trust, communication, inclusion, accountability, and Company values.
Coach leaders on practices that support associate engagement, recognition, team climate, and workplace culture.
Identify factors affecting associate wellbeing and partner with leaders and HR Centers of Excellence to address concerns and connect associates with available resources.
Help improve the associate experience across onboarding, new-hire integration, engagement, development, retention, and offboarding.
Analyze and interpret engagement survey results, exit interview and survey data, onboarding survey feedback, and workforce metrics to identify themes, drivers, risks, and improvement opportunities.
Present workforce and engagement findings, key messages, and actionable recommendations to Corporate leaders and HR leadership.
Partner with leaders to prioritize findings and develop action plans addressing engagement, onboarding, turnover, retention, workplace culture, and leadership practices.
Monitor action plans, assess progress using later survey results and workforce measures, and recommend adjustments.
Use workforce insights to inform organizational effectiveness, workforce planning, and people-related business decisions while maintaining confidentiality and responsible interpretation of associate feedback.