Sr HR Business Partner

Farm Credit Services of America•Austin, TX

5d•Hybrid

About The Position

Farm Credit Bank of Texas is a wholesale bank with a long history of financing agriculture and rural America. Headquartered in Austin, Texas, we provide funding and services to rural lending associations across five states and participate in national capital markets. Our role is critical in supporting businesses that ensure America has access to an affordable and safe food supply. We are committed to our employees, offering competitive compensation, generous health and wellness benefits, and an attractive workplace near downtown Austin. We seek top talent in various fields, including human resources, to join us in our mission to feed the world. The Senior HR Business Partner is a senior-level HR professional responsible for delivering strategic and operational human capital support to executive leadership across complex business functions. This role serves as a trusted advisor to SVP, EVP, and C-level leaders and is accountable for aligning workforce and talent strategies with business objectives, managing organizational risk, and driving effective people outcomes. This position serves as a key advisor and partner to business leaders, employees, and HR Centers of Excellence, translating business needs into scalable people solutions and ensuring effective execution of workforce strategies. The role is responsible for addressing complex organizational, talent, and employee-related challenges while supporting business performance, compliance, and long-term organizational health. This role manages highly sensitive employee matters, influences enterprise workforce decisions, and partners closely with executive leadership to address complex organizational, talent, and business challenges. Operating with a high degree of independence, the Senior HR Business Partner provides leadership on workforce initiatives, influences organizational strategy and talent decisions, mentors less experienced HR professionals, and supports continuous improvement across human resources programs and practices.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent professional experience.
Seven (7) to ten (10) years of progressive Human Resources experience, including HR Business Partner-related roles.
Five (5) or more years of experience supporting senior leadership.
Demonstrated experience supporting complex, specialized, or highly regulated business functions.
Strong working knowledge of employment law and compliance requirements, including FMLA, ADA, wage and hour regulations, leave administration, accommodations, and workplace investigations.
Proven experience leading employee relations matters, including investigations, documentation, and resolution of complex workplace issues.
Demonstrated ability to influence senior leaders, build trust, and provide credible, business-aligned HR guidance and recommendations.
Experience leading organizational design, workforce planning, talent management, and change management initiatives.
Strong analytical and problem-solving skills, with the ability to interpret workforce data and translate findings into actionable recommendations.
Ability to independently evaluate complex organizational issues, assess risk, and recommend practical, compliant, and scalable solutions.
Strong organizational and project management skills with the ability to manage multiple priorities and deadlines in a dynamic environment.
Excellent oral and written communication skills, including the ability to communicate effectively with employees, leaders, and executive stakeholders.
Strong interpersonal skills with the ability to build effective relationships across all levels of the organization.
Ability to operate independently as a self-starter while exercising sound judgment, discretion, and professionalism.

Nice To Haves

Master's degree in Human Resources, Business Administration (MBA), Organizational Development, or a related field.
Senior-level HR certification such as SPHR or SHRM-SCP.
Experience working in a regulated, multi-state, or multi-entity environment, including financial services or similar industries.
Experience supporting immigration programs and compliance activities in partnership with legal counsel.
Experience in workforce analytics, organizational transformation, or enterprise HR program implementation.
Experience partnering with executive leadership on organizational strategy, talent management, workforce planning, and business transformation initiatives.

Responsibilities

Serve as a strategic advisor to executive leadership, providing guidance on workforce strategy, organizational effectiveness, leadership development, employee relations, and workforce risk management.
Partner with business leaders to develop and execute workforce plans, including organizational design, headcount planning, talent strategies, succession planning, and talent development initiatives.
Lead organizational design efforts, including restructures, role clarity initiatives, span and layer analysis, and alignment of teams to evolving business priorities.
Partner with leaders to execute performance management processes, including goal setting, ongoing feedback, calibration, development planning, and resolution of performance concerns.
Coach leaders on performance expectations, accountability, feedback delivery, documentation, and leadership effectiveness to support a high-performance culture.
Lead and manage complex employee relations matters, including workplace investigations, documentation of findings, recommendations, and compliant resolution of workplace issues.
Provide expert guidance on employment law and compliance matters, including FMLA, ADA, leave administration, accommodations, wage and hour considerations, and policy interpretation.
Identify and assess workforce and organizational risks and provide recommendations to mitigate legal, compliance, operational, and employee relations exposure.
Lead and support change management initiatives, including organizational change, leadership transitions, workforce reductions, and business transformation efforts.
Partner with HR Operations to identify system enhancements, workflow improvements, process efficiencies, and automation opportunities that improve HR service delivery.
Collaborate with HR Operations and HR Centers of Excellence to improve, standardize, and scale employee lifecycle processes and HR programs.
Utilize workforce data and analytics to identify trends, assess organizational health, and deliver actionable insights and recommendations to leaders.
Partner with Compensation to support pay decisions, market alignment, job evaluations, and internal equity considerations.
Collaborate with Talent Acquisition to support workforce planning, recruitment strategies, candidate selection, and talent pipeline development.
Support succession planning and talent review processes, including the identification, development, and retention of key talent.
Support immigration-related activities in partnership with HR leadership and external legal counsel, including compliance, documentation, and tracking requirements.
Lead or contribute to enterprise HR initiatives, policy development, process improvements, and cross-functional projects that support organizational objectives.
Prepare and present workforce analyses, recommendations, business cases, project updates, and strategic insights to executive leadership and key stakeholders.
Provide mentorship, coaching, and guidance to HR team members while promoting consistency and excellence in HR practices.
Maintain awareness of emerging employment laws, workforce trends, HR best practices, and organizational risks impacting the business.

Benefits

Competitive salary
Flexible health-and-wellness benefits, including medical insurance, prescription drug coverage, dental insurance, vision care, flexible spending accounts, and more.
401(k) plan that includes immediate vesting of a generous employer match and an additional employer contribution
Long-term disability and life insurance
Vacation leave, sick leave, and paid holidays
Fertility benefit and parental leave plan
Up to two days per year to volunteer in local community organizations, services, or events
Ongoing professional-development opportunities
Generous tuition-reimbursement program
Physical fitness incentive plan
Employer matching gifts program