Human Resources Business Partner (HRBP) Manager

Job Description

Job Description

Human Resources Business Partner (HRBP) Manager

Department: Human Resources

Reports To: Vice President of Human Resources
Direct Reports (Future State): HR Generalists, HR Business Partners, and/or other HR team members as the organization grows .

Location: Richardson, Texas
Employment Type: Full-Time
FLSA Status: Exempt

Position Summary

The Human Resources Business Partner (HRBP) Manager is a strategic and hands-on HR leader responsible for building and scaling people programs, processes, and infrastructure that support organizational growth. This role partners closely with business leaders to drive workforce planning, employee relations, talent management, performance management, compensation, benefits, payroll, compliance, and organizational effectiveness initiatives.

 

The ideal candidate has experience building HR functions and programs from the ground up, thrives in fast-paced, high-growth environments, and has the capability to evolve from an individual contributor into a people leader managing a team of HR Generalists and HR Business Partners.

Why WCCTV?

WCCTV is continuing to expand its U.S. footprint, creating an opportunity to build a facilities and expansion platform capable of supporting the company's next stage of growth. The Director, Facilities & Expansion will play a critical role in determining how WCCTV expands, establishing the infrastructure, standards, and processes required to scale the business successfully.

Key Responsibilities

HR Business Partnership

• Serve as a trusted advisor to leaders on organizational design, workforce planning, talent management, employee relations, performance management, and employee engagement.
• Partner with department leaders to align people strategies with business objectives.
• Provide coaching and guidance on leadership effectiveness, conflict resolution, employee development, and change management.
• Analyze workforce metrics and trends to recommend business-focused solutions.

 

HR Infrastructure & Process Development

• Design, implement, and continuously improve HR policies, procedures, workflows, and operating standards.
• Build scalable HR programs that support rapid organizational growth.
• Lead HR process improvements focused on efficiency, compliance, employee experience, and operational excellence.
• Establish HR service delivery standards, documentation, and process governance.

 

Compensation, Benefits & Payroll

• Oversee and support payroll processes to ensure accuracy, compliance, and timely execution.
• Manage employee benefits programs, vendor relationships, open enrollment, and employee education initiatives.
• Support compensation strategy, market benchmarking, salary administration, job leveling, and pay review processes.
• Ensure compliance with federal, state, and local wage and hour regulations.

 

Talent Management & Employee Experience

• Lead performance management programs, succession planning, talent reviews, and employee development initiatives.
• Partner with Talent Acquisition to ensure workforce plans align with business growth requirements.
• Develop and implement retention, engagement, recognition, and career development programs.
• Identify organizational capability gaps and recommend development solutions.

 

Employee Relations & Compliance

• Conduct and manage employee relations investigations and resolutions.
• Ensure compliance with employment laws and company policies.
• Advise leaders on risk mitigation and employee relations best practices.
• Maintain current knowledge of employment legislation and HR trends.

 

Leadership & Team Development

• Recruit, mentor, and develop HR Generalists and future HR Business Partners.
• Establish goals, performance expectations, and development plans for direct reports.
• Create a high-performing, customer-focused HR team culture.
• Lead HR projects and cross-functional initiatives that improve business outcomes.

 

Qualifications

Required Experience

• Bachelor's degree in Human Resources, Business Administration, or related field.
• 7+ years of progressive human resources experience.
• 3+ years of HR Business Partner, HR Manager, or equivalent leadership experience.
• Demonstrated experience building HR programs, processes, and infrastructure in a growing organization.
• Strong experience in payroll administration, benefits management, and compensation programs.
• Experience supporting multiple business functions and leadership teams.
• Experience managing employee relations matters and conducting investigations.
• Proven ability to lead organizational change and process improvement initiatives.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience supporting multi-state operations.
• Experience implementing or optimizing HRIS platforms.
• Experience leading and developing HR teams.
• Background in high-growth, private equity-backed, or rapidly scaling organizations.

 

Knowledge, Skills & Abilities

• Strong business acumen and strategic thinking capabilities.
• Deep understanding of compensation, benefits, payroll, and employment law.
• Exceptional relationship-building and influencing skills.
• Strong project management and process improvement experience.
• Ability to balance strategic initiatives with day-to-day operational execution.
• Excellent analytical, problem-solving, and decision-making skills.
• Strong communication, presentation, and leadership capabilities.
• High level of discretion and confidentiality.

 

Success Profile

Within the first 12–24 months, this individual will:

• Build and standardize critical HR processes and programs.
• Improve operational efficiency within payroll, benefits, and people operations.
• Enhance manager capability through coaching and partnership.
• Develop scalable HR infrastructure to support business growth.
• Establish meaningful HR metrics and reporting.
• Successfully transition into leading and developing a team of HR Generalists and future HR Business Partners.

 

Equal Employment Opportunity

WCCTV is an equal opportunity employer and is committed to fostering a workplace that values professionalism, respect, and inclusion. Employment decisions are based on business needs, job requirements, and individual qualifications, without regard to any status protected by applicable federal, state, or local law.