HR Business Partner

HR Business Partner

Position Type Full Time Education Level 4 Year Degree Category Human Resources

Description

POSITION SUMMARY

HAWC seeks an HR Business Partner! This HRBP role serves as a strategic partner to program leadership, aligning people strategies with organizational goals to strengthen performance, accountability, and culture. This role blends training facilitation, performance consulting, employee relations expertise, and organizational design support to help leaders build high-performing, engaged teams that advance the agency's mission.

The HRBP provides proactive consultation to leaders on performance management, employee relations matters, and complex workplace concerns. This includes conducting workplace investigations, assessing risk, ensuring procedural fairness, and making well-informed recommendations aligned with agency policy and employment law. The HRBP partners with leadership to address concerns early, promote professionalism, and foster a respectful and compliant work environment.

In collaboration with the Director of HR, the HRBP consults on program organizational structure, talent alignment, and workforce planning to ensure operational efficiency and clarity of expectations. The role also partners closely with the Employee Lifecycle & Engagement Coordinator to review trends related to turnover, stay interviews, engagement feedback, and exit data, identifying patterns and recommending proactive strategies to strengthen retention and morale.

In addition to strategic partnership, the HRBP facilitates leadership and employee trainings, contributes to employee engagement initiatives, and supports shared HR communications to reinforce a culture of continuous learning and accountability. This position cross-trains in HRIS and compliance functions to ensure operational continuity and team coverage.

Work Schedule

• Monday - Friday
• 8:30 am.- 5:30 pm or 9:00 am- 6:00 pm
• Flexibility to work evenings and weekends as needed

Our Total Compensation Package

• Compensation $80,000 - $90,000 based on relevant experience
• Pay schedule Semi-monthly
• Medical, Dental, Vision, Life and Disability Insurance Programs
• Generous Paid time Off- 11 paid holidays per year, 3 personal holidays per year, 15 paid Vacation days per year, approx. 7 hours per month of accrued Sick days
• 401K the agency matches 125% of employee contributions up to 4% of the annual salary of a full-time employee
• Company paid Life Insurance
• Company paid Long Term Disability
• Employee Assistance Program

Imagine a place where your talent can make a meaningful difference in people's lives. Working at Houston Area Women's center gives you a rewarding experience in which our diverse team of employees work together as part of the empowerment of a survivor's life and at the same time part of a much larger mission. We are committed to doing the work and challenging each other to be an organization in which everyone is respected and heard. Every day we continue to embed diversity, inclusion, belonging, and equity in everything we do as we provide service to survivors of domestic and sexual violence.

Qualifications

The Requirements We are Seeking:

Education

• Bachelor's degree in Business, Human Resources, Communications, Interdisciplinary Studies, or Women and Gender Studies

Experience

• Minimum of four years' experience in a strategic HRBP role.
• A minimum of four years of experience withing a HRIS (HR Information System)

What you Deliver in this role

Performance Management & Employee Relations

• Serve as a strategic advisor to leaders on performance expectations, workplace conduct, accountability standards, and employee relations matters
• Provide consultation and guidance on performance concerns, interpersonal conflicts, conduct issues, policy violations, attendance concerns, and corrective action processes
• Conduct prompt, thorough, and impartial workplace investigations, including documentation review, interviews, credibility assessments, and policy analysis
• Prepare objective investigation summaries and provide well-reasoned recommendations aligned with agency policy, employment law, and risk mitigation standards.
• Guide leaders in delivering effective feedback, coaching conversations, and performance improvement plans (PIPs), ensuring documentation is clear, consistent, and defensible
• Ensure performance management and employee relations practices are applied equitably across programs to promote fairness, reduce bias, and minimize legal exposure
• Facilitate conflict resolution and mediation efforts, when appropriate, to strengthen working relationships and restore team effectiveness
• Review performance evaluations and corrective action documentation to ensure alignment with documented expectations and agency standards
• Monitor and analyze trends in performance concerns, grievances, investigations, turnover, and engagement feedback; identify patterns and recommend proactive interventions.
• Partner with the Employee Lifecycle & Engagement Coordinator to assess insights from stay interviews, exit interviews, and engagement surveys to inform retention and performance strategies
• Deliver training to leaders and employees on feedback delivery, documentation best practices, professionalism, accountability, and conflict resolution
• Escalate complex or high-risk matters to the Director of HR as appropriate, ensuring strategic alignment and compliance oversight

Training & Development

• In collaboration with the Director of HR (HRD), design, facilitate, and evaluate leadership and employee trainings aligned with organizational priorities, compliance requirements, and culture objectives
• Partner with the HRD to lead interactive workshops that build leadership capability in performance management, accountability, communication, conflict resolution, and professional conduct
• Work jointly with the HRD to assess program training needs and recommend targeted learning strategies that strengthen team effectiveness and service delivery
• Support the HRD in developing and maintaining structured leadership development content, toolkits, and facilitation materials to ensure consistency and scalability across programs
• Co-facilitate or independently facilitate, as aligned with the HRD, performance expectation components of New Hire Orientation to reinforce accountability and agency standards from day one
• Collaborate with the HRD on continuous learning initiatives, including leadership development content for internal communications such as the HR Newsletter
• Evaluate training effectiveness in partnership with the HRD through participant feedback, engagement data, and performance outcomes; recommend strategic adjustments to improve impact
• Assist the HRD in aligning training initiatives with workforce planning, succession planning, and organizational design efforts
• Coach leaders, in coordination with the HRD, on reinforcing training concepts within their teams to ensure practical application

Compliance

• Research emerging leadership and compliance training trends and provide recommendations to the HRD to keep curriculum current and aligned with best practices
• Support compliance efforts related to documentation standards, corrective action processes, and performance management procedures
• Partner with the HRIS & Compliance Coordinator to ensure accurate recordkeeping, proper system coding, and adherence to documentation retention requirements
• Monitor trends in employee relations and performance matters to identify potential compliance risks and recommend proactive mitigation strategies

Responsive Operations

• Respond to employee questions in a timely and professional manner and in accordance with state and federal requirements
• Provide consult to employees and leaders related to the Employee Handbook policy

Employee Engagement

• Assist People & Culture team in the coordination of all internal training, summit, All Team Convening, Open Enrollment, Employee Engagement activities, etc
• HR Newsletter: Code of Conduct & Ethics, Workplace Harassment, Grievance Policy etc. updates
• Participate in facilitation of New Hire Orientation: Policy

Human Resources Information System (HRIS)

• Ensure all performance, training, and employee relations documentation is reviewed for completeness and entered into the HRIS within 24 hours to support documentation integrity and risk mitigation

Benefits Administration

• Cross-train in HRIS & Compliance administration to provide team support and coverage

Professional Development

• Maintains professional and technical knowledge by attending educational workshops, webinars, reviewing professional publications, establishing personal network, and participating in professional societies
• Attend monthly HRIS trainings/webinars related to changes to the Performance Management and Learning Management modules in the HRIS and communicate