Sr. HR Business Partner

Senior HR Business Partner Position Summary The Senior HR Business Partner serves as a strategic, consultative partner to assigned business leaders, earning a seat at the table to shape talent strategy and advance enterprise priorities through people. Operating with a high degree of independence and influence, this individual anticipates business needs, translates people data into actionable insight, and partners side by side with leaders on workforce planning, talent management, engagement, and organizational performance. The Senior HR Business Partner leads HR initiatives within their portfolio, models strong collaboration across the HR team, and supports the Chief Human Resources Officer in advancing the enterprise people agenda. Essential Duties and Responsibilities Serves as a strategic, consultative partner to assigned business leaders, partnering side by side and presenting proactive solutions that advance business outcomes. Partners frequently and consistently with key stakeholders, building credibility and trusted‑advisor relationships needed to influence leader decision‑making. Supports enterprise culture and engagement initiatives by partnering with leaders to develop action plans, coaching, and engagement strategies connected to the member experience. Advises and coaches leaders on complex people‑related challenges, helping them think strategically about their talent and organization. Partners in a consultative way on strategic talent and workforce planning—mapping current and future talent needs, succession, and capability gaps with the leaders they support. Coordinates with HR Centers of Excellence to ensure alignment with enterprise guidance. Provides consulting, implementation support, and change management expertise. Uses people data strategically—analyzing turnover and its financial impact, engagement, leadership trends, and workforce patterns—to surface themes and provide decision‑ready insight and recommendations to leaders. Builds tools that make talent insight actionable, such as engagement and performance heat maps that identify top performers, flight risk, and areas needing development. Leads compensation planning and other cyclical talent processes for assigned groups, ensuring alignment with enterprise guidance and market competitiveness. Leads talent management activities for assigned business groups, including performance, development, and retention strategies. Leads HR projects, programs, and change initiatives within their portfolio, driving adoption of new ways of working. Supports the Chief Human Resources Officer as the enterprise people leader, proactively surfacing themes, risks, and recommendations drawn from people data. Operates as a peer partner—proactively supporting teammates, engaging in conversations that move the business forward, and modeling strong collaboration across the HR team. Partners with the Employee Relations team regarding organizational employee relations matters. Minimum Qualifications Education: Bachelor’s degree in Human Resources or a closely related field, or an equivalent combination of education, training, and experience. Required Certification(s): PHR, SPHR, SHRM‑CP, or similar HR certification. Experience: 5+ years of progressive Human Resources experience, with preference for employee relations, policy/compliance, and financial services experience. Knowledge, Skills, and Abilities Knowledge of HR laws, regulations, principles, practices, and policies across employee relations, staffing, compensation, and benefits. Ability to provide strategic consulting to business leaders and influence executive decision‑making. Skill in employee relations investigations and EEOC‑compliant processes. Strong conflict resolution and negotiation skills. Ability to interpret policies, practices, and procedures. Excellent verbal and written communication skills across all organizational levels. Ability to manage multiple priorities and meet deadlines in a fast‑paced environment. Strong analytical and problem‑solving skills, with the ability to translate workforce data and analytics into insight, recommendations, and decision‑ready storytelling. Business and financial acumen, including the ability to connect people data to business and financial outcomes. Demonstrated ability to work proactively and independently, leading initiatives end to end with minimal direction. Ability to manage sensitive and confidential information appropriately. Proficiency in Microsoft Office applications and HRIS systems. Experience using AI tools and resources. Strong project management and execution capabilities. Adaptability, flexibility, and strong team orientation. Physical Demands and Work Environment While performing the essential duties of this position, an employee would frequently be required to stand, walk, and sit. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is usually moderate. Our company offers a dynamic hybrid work arrangement, which requires three days on‑site in the Galleria‑Post Oak, TX office. Disclaimer The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. Equal Opportunity Employer Texas Dow Employees Credit Union is an equal opportunity employer, dedicated to a policy of non‑discrimination in employment on any basis including race, color, age, protected veteran status, sex, religion, disability, genetic information, national origin, or other status protected by federal, state, or local law. Consistent with the Americans with Disabilities Act, applicants may request accommodations needed to participate in the application process. #J-18808-Ljbffr