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Houston, Texas, United States
Onsite
Our associates celebrate lives. We celebrate our associates.
The Senior HR Business Partner (Sr. HRBP) is based at the Houston Corporate office and provides comprehensive HR partnership to leaders and associates within the assigned Area of Responsibility (AOR), including the Houston and New Orleans Corporate offices. The role independently manages complex employee relations matters, provides proactive coaching and guidance to people leaders, and supports business decisions through practical HR expertise and workforce insights.
The Sr. HRBP plays a key role in promoting a positive Corporate culture, associate engagement, wellbeing, and a respectful work environment. The position analyzes engagement survey results, onboarding and exit feedback, and workforce trends to identify meaningful patterns, develop and present actionable recommendations to leadership, and partner with stakeholders to implement improvements.
The role partners with Corporate leaders, HR leadership, and Centers of Excellence (COEs) to support workforce planning, organizational effectiveness, and the consistent application of established HR practices.
Responsible for independently managing complex employee relations matters, advising leaders on appropriate employment practices, proactively identifying workplace risks, and promoting consistent application of Company policies and applicable employment laws.
Key Responsibilities
· Independently manage complex and sensitive employee relations matters, including conducting objective investigations, providing recommendations, and partnering with HR leadership and Legal as appropriate to mitigate risk and ensure consistent application of Company policies.
· Provide timely, constructive guidance to Corporate leaders on sensitive performance, conduct, conflict, and employment decisions, helping leaders address concerns effectively and consistently.
· Advise Corporate leaders on employment practices consistent with applicable federal, state, and local laws and Company policies, exercising sound judgment and appropriately escalating matters involving significant risk or complexity.
· Identify and analyze patterns in employee relations concerns and recommend preventive actions, including leader coaching, training, and consistent accountability.
Responsible for proactively partnering with assigned Corporate leaders to assess organizational and workforce needs, advise on people-related decisions, and recommend practical solutions that support departmental priorities and organizational effectiveness.
Key Responsibilities
· Build trusted relationships with Corporate leaders, develop an understanding of departmental objectives and workforce challenges, and provide proactive HR guidance and recommendations aligned with business needs.
· Partner with Corporate leaders to evaluate organizational structures, including departmental reorganizations, reporting relationships, and role clarity. Assess the people-related implications of organizational decisions and recommend opportunities to strengthen accountability, improve alignment of responsibilities, and enhance organizational effectiveness.
· Assess current and anticipated workforce needs, staffing levels, and workload distribution in partnership with Corporate leaders to identify opportunities for improved resource alignment and support changing business priorities.
· Provide guidance on recruiting, staffing, compensation, talent development, and retention matters in partnership with appropriate HR Centers of Excellence (COEs), ensuring recommendations consider both business needs and established Company practices.
· Lead assigned HR projects and initiatives that support business priorities, coordinating with Corporate leaders and HR partners to implement improvements and achieve project objectives.
Responsible for proactively coaching Corporate people leaders, strengthening leadership effectiveness, identifying developmental opportunities, and facilitating or coordinating training while supporting the application of established Company talent processes.
Key Responsibilities
· Provide proactive coaching and guidance to Corporate people leaders on performance management, difficult conversations, conflict resolution, communication, accountability, and team effectiveness, helping leaders address concerns early, establish clear expectations, and strengthen leadership practices.
· Identify leadership skill gaps through discussions, workforce feedback, and observed trends; partner with appropriate HR Centers of Excellence to coordinate targeted training and development resources.
· Facilitate or coordinate training sessions, workshops, and leader discussions using established Company programs and resources, including people-management practices, HR policies, and leadership expectations.
· Support leaders in applying established performance management, talent review, and succession planning processes by sharing workforce insights, discussing readiness and development needs, and encouraging follow-through on agreed actions.
· Reinforce Company Success Behaviors and leadership expectations through ongoing coaching and development activities; identify and share effective leadership practices with HR colleagues as appropriate.
Responsible for partnering with leaders to foster a positive Corporate culture and an associate experience grounded in respect, inclusion, engagement, and wellbeing.
Key Responsibilities
· Partner with Corporate leaders to promote a positive workplace culture by strengthening trust, communication, inclusion, accountability, and alignment with Company values.
· Coach people leaders on everyday practices that influence associate engagement, recognition, team climate, and a positive workplace culture.
· Identify workplace factors affecting associate wellbeing and partner with leaders and appropriate HR Centers of Excellence (COEs) to address concerns and connect associates with available resources.
· Partner with Corporate leaders and appropriate HR Centers of Excellence (COEs) to identify and implement improvements that strengthen the associate experience throughout the associate lifecycle, including onboarding, new-hire integration, engagement, development, retention, and offboarding.
Responsible for using associate feedback and workforce data to identify trends, influence leaders, and support measurable improvements.
Key Responsibilities
· Independently analyze and interpret We Listen engagement survey results, exit interview and exit survey data, 30-, 60-, and 90-day onboarding survey feedback, and other workforce metrics, including turnover, retention, and employee relations trends, to identify recurring themes, underlying drivers, emerging risks, and opportunities to improve leadership effectiveness and the associate experience.
· Develop and deliver presentations of workforce and engagement findings to Corporate leaders and HR leadership, tailoring insights, key messages, and actionable recommendations to the audience and business priorities.
· Partner with Corporate leaders to prioritize findings and develop targeted, practical action plans addressing engagement, onboarding effectiveness, turnover and retention, workplace culture, and leadership practices.
· Monitor implementation of action plans, evaluate progress using subsequent survey results and relevant workforce measures, and recommend adjustments to strengthen outcomes and promote continuous improvement.
· Leverage workforce insights to inform organizational effectiveness, workforce planning, and people-related business decisions while maintaining appropriate confidentiality and responsible interpretation of associate feedback.
· Bachelor’s degree in human resources management, business, or a related field, or an equivalent combination of education and relevant experience.
· PHR/SPHR or SHRM-CP/SCP certification desirable.
· Minimum of five years of progressive HR experience, including demonstrated experience as an HR Business Partner and independently managing 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, and ability to build credibility, influence decisions, and communicate effectively with leaders at all levels.
· Strong business and financial acumen, with the ability to understand organizational priorities, assess workforce implications, and align HR recommendations with business objectives.
· Strong coaching, facilitation, and problem-solving skills, including the ability to address complex leadership and organizational challenges.
· Strong analytical and presentation skills, including the ability to interpret qualitative and quantitative engagement, onboarding, exit, and workforce data, identify meaningful trends, and independently develop and deliver presentations with actionable insights and recommendations to leadership audiences.
· Excellent written and verbal communication skills, with the ability to convey complex information clearly, tailor messages to different audiences, and communicate recommendations effectively.
· Strong knowledge of HR practices, Company policies, and applicable employment laws and regulations, with the ability to exercise sound judgment and recommend practical, compliant HR solutions.
· High attention to detail, discretion, and sound judgment when handling sensitive information, including confidential employee relations matters and associate feedback.
· Proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook); Workday experience preferred.
· Bilingual (Spanish) is a plus.
· Ability to manage multiple tasks concurrently.
· Self-motivated with the ability to work independently.
· Adaptable to new work structures, processes, and requirements.
· Continuous periods of time sitting, frequently up to 6 hours.
· Occasional travel as required.
· Physical effort requiring manual dexterity, including paperwork, computer, and phone usage.
· Working beyond standard hours as needed.
· Comply with Company dress code policy.
Note: This is not intended to be an all-inclusive list of the essential functions or duties related to this position.