Sr. HR Business Partner – Southwest Region

Thermon•San Marcos, TX

5d•Onsite

About The Position

The Sr. HR Business Partner – Southwest Region is a leadership role responsible for overseeing all aspects of human resources practices, strategies, and processes. This role supports business needs and ensures the proper implementation of company strategy and objectives. In this role, you would serve as the primary point of contact for local leaders, promoting Thermon's core values (Care, Commit, Collaborate), enabling business success through human resources management, including performance management, change management, restructuring, project management, training and development, employment cycle changes, talent management, recruitment, and employee customer services. You will influence and guide leaders and employees of all levels in a matrix organization. This is not an employee relations or HR policy role, but is instead a leadership role requiring a strong understanding of productivity, overtime, safety, quality, KPIs, and throughput. You will be an extension of the plant leadership team with the ability to influence all layers of management. This position will report directly to the HR Leader, Western Hemisphere and have a dotted line report to the Director of Operations. You are a great fit if you excel at connecting people decisions to operational outcomes, influencing multiple leaders on organizational decisions, designing and planning company-wide projects, and using business metrics and KPIs (productivity, turnover, safety) to help leaders make personnel decisions (vs. policy).

Requirements

Bachelor's degree in Human Resources, Business Administration, Human Resources or a related field required.
At least 10 years' of combined work experience as HR Generalist and HR Manager required.
Experience leading and designing organizational restructuring (from proposal, design, communication, implementation etc).
Experience with capacity planning, hiring optimization, labor trends.
Strong business acumen, attention to detail, responsive, follow-up skills, and ability to influence and work with management and employees of all levels in a matrix organization.
Strong organizational, leadership skills, communication and interpersonal skills.
Strong knowledge of labor laws and HR best practices.
Proficiency in HR software and Microsoft Office Suite.

Nice To Haves

HR certification (e.g., SHRM-CP, PHR) is a plus.

Responsibilities

Build business relationships and trust with leaders and key stakeholders, using strong communication and interpersonal skills to effectively influence outcomes and advance strategic priorities.
Thoughtfully balance competing priorities, making informed tradeoffs that support both business objectives and positive employee outcomes.
Lead and coordinate projects from planning through execution, ensuring initiatives are delivered on time, aligned with business needs, and effectively communicated to stakeholders.
Manage, hire, train HR staff, fostering team cohesion and monitoring performance to ensure optimal productivity.
Foster seamless collaboration and communication with employees and management.
Develop, implement, and manage the performance management process.
Conduct performance reviews and provide feedback to employees.
Identify training and development needs and coordinate training programs.
Ensure compliance with labor laws and regulations.
Maintain employee records and ensure data accuracy.
Handle sensitive employee information with confidentiality.
Conduct investigations following company's policy and procedure.
Develop and analyze compensation job evaluations.
Analyze and benchmark pay data and provides guidance.
Provide employees support in regard to benefits programs, including health insurance and retirement plans.
Participate in employee's welfare events.
Collaborate with management to develop HR planning aligned with business goals.
Manage HR Service Level Agreements within the location of responsibility.
Analyze HR Service Level Agreements (metrics), provide insights and support decision-making.
Participate in HR projects and initiatives to improve organizational effectiveness and continuous improvement.
Other activities and projects as assigned by management.