Human Resources Business Partner

SUMMARY: The Human Resources Business Partner (HRBP) serves as a strategic advisor and consultant to business leaders, providing guidance and support on workforce planning, employee relations, organizational development, and HR best practices. The HRBP aligns HR strategies with business objectives to drive performance, enhance employee engagement, and ensure compliance with applicable laws and policies.

ESSENTIAL DUTIES AND RESPONSIBILITIES: Include, but are not limited to the following as other duties may be assigned:

• Strategic Partnership:
  • Partner with department leaders to align HR strategies with organizational goals.
  • Provide input on organizational design, succession planning, and workforce strategy.
  • Serve as a trusted advisor on leadership effectiveness, team dynamics, and change management.
• Employee Relations & Culture:
  • Provide guidance to managers and employees on workplace issues, conflict resolution, and performance concerns.
  • Promote a positive, inclusive, and engaging workplace culture.
  • Mediate employee relations matters and ensure fair, consistent practices in line with company policies and employment law.
• Talent Management & Development:
  • Support performance management processes, including goal setting, coaching, and evaluations.
  • Identify learning and development needs; collaborate with L&D to implement training programs.
  • Coach managers and employees to support growth, development, and career progression.
• Compensation & Benefits:
  • Advise managers on compensation decisions, promotions, and recognition programs.
  • Partner with HR leadership to ensure pay practices are equitable and competitive.
  • Communicate compensation and benefits programs to enhance employee understanding and participation.
• Recruitment & Workforce Planning:
  • Partner with Talent Acquisition to identify hiring needs and develop workforce strategies.
  • Support managers through interviewing, selection, and onboarding processes.
  • Assist with initiatives to promote diversity, equity, and inclusion in hiring.
• Policy, Compliance & Risk Management
  • Ensure compliance with federal, state, and local employment laws and regulations.
  • Provide interpretation and guidance on HR policies and procedures.
  • Collaborate with legal and compliance teams to mitigate organizational risk.
• HR Metrics & Analytics
  • o Analyze HR data to identify trends and provide actionable insights.
  • o Track and report key workforce metrics such as turnover, engagement, and retention.
  • o Recommend solutions based on workforce analytics to improve performance and outcomes.
• Other duties as assigned

Leadership Competencies:

Qualification Requirements:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• 5+ years of progressive HR experience, with at least 2 years in a business partner or consultative HR role.
• Strong knowledge of employment law, HR practices, and organizational development.
• Excellent interpersonal, communication, and coaching skills.
• Excellent organizational skills and attention to detail.
• Proven ability to build strong business relationships and influence at all organizational levels.
• Strong analytical and problem-solving skills.
• Proficiency in HRIS systems, data analysis, and Microsoft Office Suite.
• Must be willing to accept instructions and carry them out with minimal supervision.
• Must be able to work and cooperate with others.
• Must pass a drug screen.
• A criminal background and MVR check is required.

Education and/or Experience, Technical Skills:

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.

• Regularly exposed to outdoor weather conditions
• Frequently exposed to fumes, airborne particles (lint and dust), and animal hair.
• Occasionally exposed to moving parts; high, precarious places; and vibration.
• Regularly exposed to noise levels that vary from quiet to loud.
• Inside, sedentary work. Some bending, twisting and reaching.
• Complete routine work that is repeated daily.
• Drive a personal vehicle for company travel, and maintain minimum liability insurance on the personal vehicle

Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• Frequently required to communicate.
• Frequently required to travel.
• The job requires using a computer.

Discrimination Reports:

It is the policy of Heart of Texas Goodwill to ensure equal employment opportunity in accordance with all state and federal regulations and guidelines. Employment discrimination against employees and applicants due to race, color, religion, sex (including sexual harassment), national origin, disability, age (40 years old or more), military status, or veteran status is illegal.

Heart of Texas Goodwill managers and employees will comply with state and federal equal employment laws, rules, regulations, and guidelines. Any employees that deliberately violate this policy will be subject to disciplinary action.

Persons who believe Heart of Texas Goodwill has discriminated against them may file a discrimination complaint with the Compliance Officer. The Compliance Officer has full authority to manage issues involving employment discrimination.

Point of contact to file allegations of discrimination:

Compliance Officer

Location:1700 S New Road, Waco TX 76711

Phone Number: 254-753-7337 ext. 450

Email Address: hr@hotgoodwill.org