Senior People Partner

Who we are: BAL•Richardson, TX

10h

About The Position

The Senior HR Business Partner is a strategic advisor and trusted consultant to business leaders, driving people strategies that enable organizational success. This role provides expert guidance on manager coaching, employee relations, and performance management while owning key HR frameworks or operational areas. The Sr. HRBP combines critical thinking, business acumen, and managerial courage to deliver solutions that align with business priorities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field.
Minimum 5 years of progressive HR experience, including business partnering and employee relations.
Demonstrated ability to navigate complex organizational challenges and deliver practical, business-focused solutions.
Critical Thinking: Ability to assess situations holistically and recommend solutions beyond policy checklists.
Managerial Courage: Comfortable making tough decisions and providing candid feedback.
Decision-Making: Strong judgment in balancing risk, compliance, and business priorities.
Influencing Skills: Builds trust and influences stakeholders at all levels.
Business Acumen: Understands organizational goals and aligns HR strategies accordingly.
Change Agility: Thrives in dynamic environments and drives continuous improvement.
Collaboration: Works effectively with COEs and cross-functional teams to deliver integrated HR solutions.

Nice To Haves

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

Responsibilities

Manager Coaching & Leadership Advisory Serve as a trusted advisor to managers, offering clear guidance on leadership effectiveness, team development, and organizational culture.
Identify leadership gaps and provide practical coaching to strengthen managerial capability and confidence.
Support managers through challenging conversations and complex people issues with clarity and empathy.
Act as a strategic partner in organizational design and resource management to create effective team structures and align talent to business needs
Employee Relations Lead resolution of employee relations issues with fairness, consistency, and compliance.
Identify trends and recommend proactive strategies to reduce risk and improve employee experience.
Maintain a strong ER framework that reflects best practices and organizational values.
Provide clear, timely guidance to managers on policies, balancing compliance with practical solutions.
Conduct investigations and root cause analysis to drive improvements and prevent recurrence.
Performance Management Guide managers through performance management processes to ensure alignment with organizational standards.
Provide insights on performance trends and partner with leaders to address gaps and accelerate high performance.
Support interventions for underperformance through structured improvement plans and coaching strategies.
Subject Matter Ownership Own and continuously improve one or more HR frameworks or operational areas such as HR Operations, Employee Relations Framework, or Compensation Framework.
Serve as the subject matter expert, driving innovation, process excellence, and compliance in your area of ownership.
Develop policies, tools, and resources that enable managers and employees to navigate HR processes effectively.
Monitor metrics and outcomes related to your area of ownership to identify opportunities for improvement and deliver measurable impact.