SR HUMAN RESOURCES BUSINESS PARTNER - HQ & Commercial Business

CACIQUE LLC•Irving, TX

About The Position

SUMMARY: The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor to the leadership team. This role leads HR initiatives that support business objectives, including workforce planning, talent development, organizational design, employee engagement, and compliance. The Sr. HRBP acts as the primary point of contact for our Headquarters and Commercial business. A liaison to the broader HR Team to ensure alignment of service, policies and practices while fostering a positive and productive workplace culture.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field (master’s preferred)
Minimum seven (7 +) years of progressive HR experience, with at least 3 years in a business partner or strategic HR role, preferably in a related work environment
Proven ability to influence senior leaders and drive strategic initiatives and organizational change
Advanced skills in data analytics and metrics required
Proficient in HRIS systems and Microsoft Office Suite
Advanced level interpersonal communication, critical thinking and problem-solving skills
Advanced level business acumen and financial literacy
Strong knowledge of employment law and HR best practices

Nice To Haves

HR certification (e.g., SHRM-CP, PHR) preferred
Bilingual (English/Spanish) preferred

Responsibilities

Collaborate with leadership and HR Centers of Excellence to develop and implement HR programs, policies and service that support business and culture objectives
Function as a trusted advisor to senior leaders, influencing decisions that impact organizational effectiveness
Present insights to leadership to support strategic decision-making aligned with business goals
Support Talent Acquisition activity from pre-employment to onboarding to ensure proper introduction to their role, department, and organization.
Serve as a talent consultant to hiring managers, advising on job design, sourcing strategies, and candidate selection
Diagnose, design, implement culture-building and change management initiatives
Manage complex employee relations issues, investigations, and resolution strategies
Drive employee engagement through targeted programs, feedback mechanisms, and leadership coaching
Support succession planning, leadership development, and high-potential talent identification
Ensure compliance with federal, state, and local employment laws, as well as industry-specific regulations
Provide guidance and drive accountability of performance management framework and practice
Support policy development, implementation, and training across client groups
Analyze HR metrics to identify trends and recommend data-driven solutions
Some travel or discretionary time possible for community and networking events