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human resources business partner Jobs in Houston

human resources business partner

human resources manager

hr business partner

ClearpointCo

<div><div><p>Title: HR Business Partner
</p><p>Location: Houston, Texas
</p><p>Type: Direct Hire
</p><p>Salary: $110,000 - $120,000
</p><p>Summary:
</p><p>The HR Business Partner will be a trusted advisor to leaders who brings clarity to complex people challenges, courage to difficult conversations, and accountability to moments that shape the company culture. You will anticipate issues, identify patterns, and partners with leaders to address root causes&mdash;not just symptoms. Be a confident influencer and coach who challenges thoughtfully and guides leaders through performance, change, and accountability with empathy and rigor. Be a collaborative partner on high-impact People Operations initiatives, including total rewards, compensation, performance programs, and enterprise people strategies&mdash;helping shift the organization toward intentional, values-driven people leadership that strengthens trust, engagement, and retention.
</p><p>Duties:
</p><ul><li>Will shape how leaders show up for their people&mdash;coaching them through employee relations, performance challenges, and difficult transitions.
</li></ul><ul><li>will help the organization move from reactive problem-solving to intentional, values-driven people leadership, strengthening trust, engagement, and long-term retention.
</li></ul><ul><li>Partner with leaders to interpret engagement survey results.
</li></ul><ul><li>Identify themes, strengths, and opportunity areas across teams.
</li></ul><ul><li>Support leaders in developing and executing meaningful action plans.
</li></ul><ul><li>Reinforce accountability by ensuring feedback loops are closed with employees.
</li></ul><ul><li>Coach leaders on navigating difficult conversations, performance management, and employee accountability.
</li></ul><ul><li>Model courageous, respectful, and values-driven communication.
</li></ul><ul><li>Build leader confidence and capability to address people issues early and effectively.
</li></ul><p>Requirements:
</p><ul><li>7+ years progressive HR experience preferred.
</li></ul><ul><li>Extensive experience managing and advising on complex employee relations issues with a strategic, pattern-based mindset rather than a transactional approach.
</li></ul><ul><li>Proven ability to influence, coach, and challenge leaders at multiple levels while maintaining trust and credibility.
</li></ul><ul><li>Experience translating engagement data and qualitative feedback into insights, recommendations, and measurable action plans.
</li></ul><ul><li>Strong working knowledge of ADP Workforce Now (WFN), including reporting and trend analysis to support strategic decision-making.
</li></ul><ul><li>Ability to remain grounded, fair, and values-driven in emotionally charged or high-risk situations.
</li></ul><ul><li>Serve as the primary HR Business Partner to assigned leaders and departments.
</li></ul><ul><li>Act as a trusted advisor, providing proactive guidance on people strategy, team health, and leadership effectiveness.
</li></ul><ul><li>Influence leadership decisions by balancing empathy, accountability, business needs, and risk.
</li></ul><ul><li>Challenge leaders when necessary, grounded in values, data, and sound judgment.
</li></ul><ul><li>Lead and oversee complex employee relations matters with a focus on root causes, consistency, and long-term cultural impact.
</li></ul><ul><li>Identify patterns and systemic issues across teams rather than treating concerns as isolated incidents.
</li></ul><ul><li>Ensure employee relations practices align with employment law, company values, and best practices.
</li></ul><ul><li>Partner with People Operations leadership on risk mitigation strategies.
</li></ul><ul><li>Advise leaders on termination readiness, alternatives, and risk assessment.
</li></ul><ul><li>Guide leaders through termination decisions and execution with clarity, dignity, and compliance.
</li></ul><ul><li>Ensure appropriate documentation and alignment with company policies and legal requirements.
</li></ul><p>Use data to inform strategic recommendations, workforce insights, and leadership decisions.
</p><ul><li>Lead exit interview strategy and execution across the organization.
</li></ul><ul><li>Facilitate stay interviews to proactively assess engagement and retention risks.
</li></ul><ul><li>Analyze trends from exit interviews, stay interviews, and employee feedback and translate into clear insights and recommendations for leaders.
</li></ul><ul><li>Partner with the Chief People Officer &amp; Manager of People Operations to shape and execute enterprise-wide People initiatives.
</li></ul><ul><li>Own or co-lead initiatives as assigned, ensuring strong execution and follow-through.
</li></ul><p>Education:
</p><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field, and/or equivalent experience;
</li></ul><ul><li>HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) strongly preferred.</li></ul></div></div>

HR Business Partner

Allia Health Group

<div><p><b>Company Overview</b></p><p>
At Allia Health, home to Southend Pharmacy, Brello Health, and Woven - we&rsquo;re making longevity care feel less like a luxury and more like basic healthcare. Our mission is simple: deliver anti-aging and wellness solutions that are <b>affordable, accessible, and deeply human</b>.</p><p>
We&rsquo;re not chasing trends&mdash;we&rsquo;re rebuilding the model. By meeting people where they are with <b>personalized, cost-effective options</b> that fit real schedules, real budgets, and real health goals, we&rsquo;re helping more people take control of how they feel today&mdash;and how they age tomorrow.</p><p><b>
Who Thrives in this Role</b></p><p>
We are seeking an <b>onsite </b>trusted advisor to leaders who brings clarity to complex people challenges, courage to difficult conversations, and accountability to moments that shape culture.</p><ul><li><div><br>
A strategic HR Business Partner who anticipates issues, identifies patterns, and partners with leaders to address root causes&mdash;not just symptoms.</div></li><li><div><br>
A confident influencer and coach who challenges thoughtfully and guides leaders through performance, change, and accountability with empathy and rigor.</div></li><li><p><br>
A collaborative partner on high-impact People Operations initiatives, including total rewards, compensation, performance programs, and enterprise people strategies&mdash;helping shift the organization toward intentional, values-driven people leadership that strengthens trust, engagement, and retention.</p></li></ul><p><b>
Your Impact</b></p><p>
As an HR Business Partner, your impact will extend beyond individual cases to the health of teams, leaders, and the organization as a whole.</p><p>
You will shape how leaders show up for their people&mdash;coaching them through employee relations, performance challenges, and difficult transitions.</p><p>
Your work will help the organization move from reactive problem-solving to intentional, values-driven people leadership, strengthening trust, engagement, and long-term retention.</p><p><b>
What You'll Lead</b></p><p><b>
Strategic HR Partnership</b></p><ul><li><p>
Serve as the primary HR Business Partner to assigned leaders and departments.</p></li><li><p>
Act as a trusted advisor, providing proactive guidance on people strategy, team health, and leadership effectiveness.</p></li><li><p>
Influence leadership decisions by balancing empathy, accountability, business needs, and risk.</p></li><li><p>
Challenge leaders when necessary, grounded in values, data, and sound judgment.</p></li></ul><p><b>
Employee Relations &amp; Risk Management</b></p><ul><li><p>
Lead and oversee complex employee relations matters with a focus on root causes, consistency, and long-term cultural impact.</p></li><li><p>
Identify patterns and systemic issues across teams rather than treating concerns as isolated incidents.</p></li><li><p>
Ensure employee relations practices align with employment law, company values, and best practices.</p></li><li><p>
Partner with People Operations leadership on risk mitigation strategies.</p></li></ul><p><b>
Terminations &amp; Sensitive Employment Decisions</b></p><ul><li><p>
Advise leaders on termination readiness, alternatives, and risk assessment.</p></li><li><p>
Guide leaders through termination decisions and execution with clarity, dignity, and compliance.</p></li><li><p>
Ensure appropriate documentation and alignment with company policies and legal requirements.</p></li><li><p>
Use data to inform strategic recommendations, workforce insights, and leadership decisions.</p></li></ul><p><b>
Employee Voice &amp; Feedback Integration</b></p><ul><li><p>
Lead exit interview strategy and execution across the organization.</p></li><li><p>
Facilitate stay interviews to proactively assess engagement and retention risks.</p></li><li><p>
Analyze trends from exit interviews, stay interviews, and employee feedback and translate into clear insights and recommendations for leaders.</p></li></ul><p><b>
Company-Wide People Initiatives</b></p><ul><li><p>
Partner with the Chief People Officer &amp; Manager of People Operations to shape and execute enterprise-wide People initiatives.</p></li><li><p>
Own or co-lead initiatives as assigned, ensuring strong execution and follow-through.</p></li></ul><p><b>
Engagement &amp; Survey Action Planning</b></p><ul><li><p>
Partner with leaders to interpret engagement survey results.</p></li><li><p>
Identify themes, strengths, and opportunity areas across teams.</p></li><li><p>
Support leaders in developing and executing meaningful action plans.</p></li><li><p>
Reinforce accountability by ensuring feedback loops are closed with employees.</p></li></ul><p><b>
Leader Coaching &amp; Capability Building</b></p><ul><li><p>
Coach leaders on navigating difficult conversations, performance management, and employee accountability.</p></li><li><p>
Model courageous, respectful, and values-driven communication.</p></li><li><p>
Build leader confidence and capability to address people issues early and effectively.</p></li></ul><p><b>
Superpowers We Value</b></p><ul><li><p><b>
HRBP-level employee relations expertise:</b> Extensive experience managing and advising on complex employee relations issues with a strategic, pattern-based mindset rather than a transactional approach.</p></li><li><p><b>
Professional foundation:</b> Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field, and/or equivalent experience; <b>7+ years</b> progressive HR experience preferred.</p></li><li><p><b>
Leadership advisory capability:</b> Proven ability to influence, coach, and challenge leaders at multiple levels while maintaining trust and credibility.</p></li><li><p><b>
Data-informed strategic thinking:</b> Experience translating engagement data and qualitative feedback into insights, recommendations, and measurable action plans.</p></li><li><p><b>
Advanced HR systems fluency:</b> Strong working knowledge of <b>ADP Workforce Now (WFN)</b>, including reporting and trend analysis to support strategic decision-making.</p></li><li><p><b>
Emotional intelligence and integrity:</b> Ability to remain grounded, fair, and values-driven in emotionally charged or high-risk situations.</p></li><li><p><b>
HR certification</b> (SHRM-CP, SHRM-SCP, PHR, SPHR) strongly preferred.</p></li></ul><p><b>
What We Offer</b></p><ul><li><p>
Comprehensive benefits package including medical, dental, 401k, quarterly bonuses, paid time off</p></li></ul><p><b>
Equal Opportunity Employer Statement</b></p><p>
Allia Health Group is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.</p></div>

Crunch Fitness

<div><p><b>Human Resources Business Partner</b></p><br>
<p></p>
<p><b>
Full Time, Salary</b></p>
<p><b>
Job Family: HQ Support</b></p>
<p><b>
Location: Must reside in Oklahoma City, OK or Houston, TX</b></p>
<p><b>
Reports to: VP of People Operations</b></p><br>
<p></p>
<h3 class="jobSectionHeader"><b>
Why Join Crunch Fitness &ndash; Undefeated Tribe?</b></h3>
<p>
 We&rsquo;re not just opening gyms, we&rsquo;re building communities. Undefeated Tribe is the fastest-growing Crunch Fitness franchise group in the nation, proudly expanding across Texas, Oklahoma, New Mexico, Missouri, and Minnesota. Twice named Franchise of the Year (2021 &amp; 2024), we&rsquo;re on a mission to transform lives through fitness, wellness, and connection. With 100+ clubs planned by 2028, there&rsquo;s never been a better time to grow your career with us!</p>
<p>
 Here&rsquo;s why you&rsquo;ll love being part of the Tribe:</p>
<p><b>
Bold, High-Energy Culture</b><br>
At Crunch Fitness, Undefeated Tribe, you&rsquo;re not just an employee, you&rsquo;re part of a team that thrives on hustle, creativity, and collaboration. We celebrate individuality and want voices like yours at the table.</p>
<p><b>
Unbeatable Perks</b><br>
Competitive pay, career advancement opportunities, and yes, a free Crunch Fitness membership. You&rsquo;ll work in an environment built around health, strength, and community.</p>
<p><b>
Unlimited Growth</b><br>
With our rapid expansion, opportunities are everywhere. We invest in our people, promote from within, and give you the tools to level up your career faster than ever.</p>
<h3 class="jobSectionHeader"><b>
Join the Tribe. Find Your People. Build Your Future.</b></h3>
<p>
___________________________________________________________________________________________</p>
<p><b>
Position Overview</b></p>
<p>
Crunch Fitness - Undefeated Tribe for an experienced Human Resources Business Partner who can thrive in a fast-paced, multi-unit and multi-state organization. The ideal candidate excels at building relationships, aligning people strategies with business goals, and supporting leaders at all levels to drive performance and engagement. If you are detail-oriented, solution-focused, and passionate about shaping a strong workplace culture through strategic partnership, process improvement, and talent development, we encourage you to apply.</p>
<p>
___________________________________________________________________________________________</p>
<p><b>
What You&rsquo;ll Do:</b></p>
<p>
The Human Resources Business Partner (HRBP) will serve as a strategic and hands-on partner to leaders across a multi-unit, multi-state, high-growth organization. This role is responsible for aligning people strategies with business objectives, driving workforce effectiveness, and supporting a culture of performance, accountability, and engagement. The HRBP will act as a trusted advisor to field and corporate leadership, providing guidance on talent management, organizational effectiveness, compliance, and employee relations.</p>
<p>
___________________________________________________________________________________________</p>
<p><b>
What Success Looks Like:</b></p>
<ul>
<li>Regional HR initiatives are strategically aligned with business goals, enabling each location to achieve and exceed key operational targets.</li>
<li>Employee relations issues are resolved promptly and fairly, fostering a positive, compliant, and inclusive workplace culture.</li>
<li>Strong partnership with Recruiting team to support staffing; turnover rates are reduced and internal talent pipelines are strengthened.</li>
<li>Training, development, and performance processes drive measurable increases in employee engagement, retention, and skill growth.</li>
<li>HR compliance metrics&mdash;such as audit completion, policy adherence, and timely reporting&mdash;are consistently met or exceeded.</li>
<li>HR partners proactively support change and growth, helping leaders and employees adapt quickly while maintaining high levels of performance and engagement</li>
</ul>
<p>___________________________________________________________________________________________</p>
<p><b>
About You:</b></p>
<ul>
<li>You are a dynamic and strategic HR professional who thrives in fast-paced, high-growth environments. You&rsquo;re as comfortable advising senior leaders on organizational strategy as you are rolling up your sleeves to support frontline teams. You build trust quickly, communicate with clarity, and balance business priorities with genuine care for people.</li>
<li>You view HR as a catalyst for performance&mdash;not just a process. You know how to translate business goals into actionable people strategies that improve engagement, retention, and results. Your approach is grounded in partnership, accountability, and solutions that elevate both the employee experience and organizational outcomes.</li>
<li>You bring a deep understanding of talent management, compliance, and employee relations, and you&rsquo;re confident in managing complex, multi-unit HR needs across state lines. Whether facilitating leadership development, guiding change initiatives, or navigating tough employee situations, you lead with integrity, empathy, and sound judgment.</li>
</ul>
<p>___________________________________________________________________________________________</p>
<p><b>
Responsibilities:</b></p>
<p><b>
Regional Partnership</b></p>
<ul>
<li>Partner with the Regional Vice Presidents to align HR initiatives with regional business objectives.</li>
<li>Provide feedback and insights to the corporate HR Team regarding regional trends, workforce needs, and engagement.</li>
</ul>
<p><b>Employee Relations</b></p>
<ul>
<li>Serve as the first point of contact for employee relations issues within the region.</li>
<li>Partner with Human Resources Manager for employee investigations and compliance</li>
<li>Coach managers on corrective action, and ensure consistent and fair application of company policies.</li>
<li>Support efforts to promote a positive, inclusive, and compliant workplace culture.</li>
</ul>
<p><b>Talent Acquisition and Workforce Planning &amp; Development</b></p>
<ul>
<li>Collaborate with the Talent Acquisition team to support staffing needs across the region.</li>
<li>Monitor turnover and staffing levels to ensure gyms are adequately staffed.</li>
<li>Collaborate with Human Resources and Learning &amp; Development in the onboarding process to ensure effective integration of new employees.</li>
<li>Drive succession planning, leadership development and pipeline strategies in partnership with Field leadership to ensure a ready bench of talent.</li>
</ul>
<p><b>Learning &amp; Development and Performance Management</b></p>
<ul>
<li>Partner with the Learning &amp; Development team to ensure implementation of training programs and leadership development initiatives.</li>
<li>Support managers with performance management processes, including goal setting, coaching, and corrective action.</li>
<li>Assist with identifying high-potential employees and succession planning.</li>
</ul>
<p><b>Compliance and Human Resources</b></p>
<ul>
<li>Ensure compliance with federal, state, and local employment laws.</li>
<li>Conduct audits of Human Resources processes, including I-9 documentation, payroll, and safety requirements.</li>
<li>Recommend policy and process improvements based on field observations.</li>
</ul>
<p><b>Change Management</b></p>
<ul>
<li>Lead Human Resources support through periods of rapid growth, acquisitions, or organizational change.</li>
<li>Ensure clear communication, alignment of initiatives, and business continuity during transitions.</li>
<li>Coach managers and employees on adapting to change while maintaining engagement and performance.</li>
</ul>
<p>___________________________________________________________________________________________</p>
<p><b>
Required Qualifications:</b></p>
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field; or equivalent experience.</li>
<li>5 - 7 years of progressive Human Resources experience, with at least 3 years in an HRBP role, in multi unit, multi state organizations preferably in retail, hospitality or fitness environment</li>
<li>Strong knowledge of Human Resources policies, procedures, and employment laws.</li>
<li>Demonstrated ability to build relationships and influence at all levels of the organization.</li>
<li>Ability to thrive in a performance culture within a high-growth, rapidly scaling organization with competing priorities</li>
<li>Strong problem-solving, conflict resolution, and communication skills.</li>
<li>Ability to travel regularly throughout the assigned region.</li>
</ul>
<p>___________________________________________________________________________________________</p>
<p><b>
Benefits</b></p>
<ul>
<li>Salaried Flexible PTO</li>
<li>Paid Holidays</li>
<li>Subsidized health insurance coverage (health, dental, vision) for full time positions</li>
<li>Employer Paid Basic Life and AD&amp;D</li>
<li>HSA</li>
<li>Voluntary Supplemental Life Insurance for employee, child, and spouse</li>
<li>Free gym membership</li>
</ul>
<p>___________________________________________________________________________________________</p>
<p><b>
Travel:</b></p>
<p>
Up to 80% travel</p>
<p>
___________________________________________________________________________________________</p>
<p><b>
EQUAL OPPORTUNITY EMPLOYER
</b></p><p>UDT is an Equal Opportunity Employer, a drug-free workplace, and complies with ADA regulations as applicable. UDT provides equal employment opportunities to all employees and employment applicants and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.</p>
<p>
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.</p>
<p>
Please note that <b>Crunch Fitness - Undefeated Tribe</b> does not offer visa sponsorship or support visa transfers for this position. Applicants must be authorized to work in the United States without the need for current or future visa sponsorship.</p><br>
<p></p>
<p>
At Crunch Fitness - Undefeated Tribe, we are always on the lookout for exceptional talent to join our team. Some of the roles listed are part of our <b>evergreen hiring strategy</b>, meaning we consistently seek to build a pipeline of qualified candidates. While not all positions may be actively hiring at this time, we encourage you to apply if the role aligns with your career goals. Your application will be considered as opportunities become available.</p>
<p><b>
Join us in making Crunch Fitness the talk of the town! Apply now and be a driving force in transforming lives through fitness.</b></p></div>

Human Resources Business Partner

Talos Energy

<div>
 <strong>
  Description
  <br/>
  <br/>
 </strong>
 The Human Resources Manager serves as the primary HR Business Partner for Talos Energy&rsquo;s Corporate organization. This role blends hands-on HR execution with strategic partnership to Corporate leadership. The position leads the HR strategic business partnership including employee relations, recruiting, compliance, and other workforce initiatives, while collaborating closely with Compensation, Benefits, Talent Development, and Legal.
 <br/>
 <br/>
 <strong>
  Duties &amp; Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  People Management
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Directly manage and develop HR Generalist, including performance management, coaching, workload prioritization, and professional development
  </li>
  <li>
   Ensure consistent application of HR policies, procedures, and employee relations practices across the Corporate organization
  </li>
  <li>
   Provide daily leadership and escalation support for complex employee matters
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  HR Business Partnership &amp; Employee Relations
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Serve as the primary HR Business Partner to Corporate leaders and executives
  </li>
  <li>
   Build strong relationships with employees and management to effectively manage employee relations matters including:
  </li>
  <ul>
   <li>
    Performance management
   </li>
   <li>
    Workplace investigations
   </li>
   <li>
    Formal and informal complaints
   </li>
   <li>
    Discipline and terminations
   </li>
  </ul>
  <li>
   Ensure employee relations actions are compliant with Company policy and applicable federal and state laws
  </li>
  <li>
   Partner with leaders on workforce planning, organizational effectiveness, and change initiatives
   <br/>
  </li>
 </ul>
 <strong>
  Talent Acquisition
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Own the full lifecycle recruiting process for Corporate roles
  </li>
  <li>
   Partner with leaders on workforce needs, role design, and hiring strategy
  </li>
  <li>
   Oversee sourcing, interviewing, offer development, pre-employment requirements, and onboarding
  </li>
  <li>
   Ensure competitive and compliant hiring practices in partnership with Compensation and Legal
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Performance Management &amp; Talent Support
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Support the Corporate performance management process including:
  </li>
  <ul>
   <li>
    Annual performance reviews
   </li>
   <li>
    Mid-year check-ins
   </li>
   <li>
    Calibration sessions
   </li>
  </ul>
  <li>
   Coach leaders on performance conversations, documentation, and corrective action
  </li>
  <li>
   Partner with the Talent Manager on succession planning and leadership development initiatives
   <br/>
  </li>
 </ul>
 <strong>
  Compliance &amp; Legal Partnership
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Partner closely with Legal to ensure compliance with employment-related regulations including:
  </li>
  <ul>
   <li>
    FLSA, FMLA, ADA, I-9, AAP, and OFCCP
   </li>
  </ul>
  <li>
   Support audits, internal investigations, and regulatory reporting as needed
  </li>
  <li>
   Participate in the development and rollout of new or revised HR policies and procedures
   <br/>
  </li>
 </ul>
 <strong>
  Other Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Support payroll-related processes as needed (coordination, data review, bonus processing)
  </li>
  <li>
   Participate in cross-functional projects and HR initiatives as assigned
  </li>
  <li>
   Serve as a key change agent during organizational transitions
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Education &amp; Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field
  </li>
  <li>
   Minimum of 10+ years of progressive Human Resources Generalist experience, preferably in Oil &amp; Gas
  </li>
  <li>
   Minimum of 3+ years of direct people management experience
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications &amp; Skills
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Strong working knowledge of employee relations, recruiting, performance management, and employment law
  </li>
  <li>
   Proven ability to lead and develop HR staff
  </li>
  <li>
   Exceptional relationship-building skills with employees, leaders, and executives
  </li>
  <li>
   Strong investigation, conflict resolution, and documentation skills
  </li>
  <li>
   Ability to manage multiple priorities in a fast-paced environment
  </li>
  <li>
   High level of integrity and sound judgment in sensitive situations
  </li>
  <li>
   Strong written and verbal communication skills
  </li>
  <li>
   Proficient in Microsoft Office and HRIS systems
  </li>
  <li>
   Flexible and willing to work in a dynamic, deadline-driven environment
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Certificates &amp; Licenses
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   PHR, SPHR or GPHR preferred
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Physical Requirements
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Employee must be able to sit for extended periods of time and have use of arms and hands in repetitive motion. A fair amount of standing and walking is also required for the position.
  </li>
 </ul>
</div>


Human Resources Manager

Harper Brothers Construction, LLC

<p>Position Summary</p><p>The Benefits Administrator (Bilingual &ndash; English/Spanish) is responsible for administering and supporting employee benefits programs and leave of absence processes while serving as a primary point of contact for employees. This role partners closely with third-party vendors, ensures accurate system updates, and maintains compliance with applicable laws and company policies. The Benefits Administrator plays a key role in delivering a positive employee experience and ensuring benefit accuracy across systems.</p><p>Primary Responsibilities &amp; Duties</p><p>Benefits Administration &amp; Employee Support</p><ul><li>Serve as the primary point of contact for employee questions related to benefits eligibility, enrollment, changes, and coverage.</li><li>Assist employees in understanding medical, dental, vision, life, disability, and voluntary benefits.</li><li>Provide bilingual (English/Spanish) support to ensure clear communication and understanding of benefits programs.</li><li>Lead annual Open Enrollment activities, including employee education, elections, and issue resolution.</li></ul><p>HRIS, Payroll &amp; Data Management</p><ul><li>Update Viewpoint with benefit changes resulting from EDI files, life events, eligibility updates, and corrections.</li><li>Ensure benefit deductions align between HR systems, payroll, and carrier records.</li><li>Support benefit-to-payroll reconciliation and assist in resolving discrepancies.</li><li>Maintain accurate benefit records and documentation in HR systems.</li></ul><p>Leave of Absence (LOA) Administration</p><ul><li>Administer and track employee Leaves of Absence, including FMLA, STD, LTD, and applicable state leaves.</li><li>Serve as the primary liaison between employees, managers, carriers, and third-party administrators regarding LOA claims.</li><li>Monitor leave usage, ensure timely documentation, and coordinate return-to-work processes.</li><li>Ensure compliance with federal, state, and company leave requirements.</li></ul><p>Compliance &amp; Audit Support</p><ul><li>Ensure benefits and leave administration complies with company policies and applicable employment laws.</li><li>Maintain documentation and support internal and external audits related to benefits and LOA.</li><li>Assist with benefits reporting and compliance requirements as needed.</li></ul><p>Additional Responsibilities</p><ul><li>Support onboarding by ensuring timely benefits enrollment and employee education.</li><li>Partner with HR and Payroll to improve benefits processes and data accuracy.</li><li>Participate in HR initiatives and system improvements related to benefits administration.</li></ul><p>Qualifications:</p><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.</li><li>3-5 years of experience in a Benefits Administrator, HR Generalist or related role.</li><li>Strong knowledge of HR laws, benefits, and best practices.</li><li>Excellent communication, problem-solving, and organizational skills.</li><li>Ability to work independently and handle confidential information</li></ul><p>Equal Opportunity and Affirmative Action Employer<br/>Harper Brothers Construction is committed to fostering an inclusive work environment. We are an equal opportunity and affirmative action employer and prohibit discrimination based on race, color, religion, sex, age, national origin, sexual orientation, gender identity and expression, domestic partner status, pregnancy, disability, citizenship, genetic information, protected veteran status, or any other characteristic protected by law.</p><p>Benefits:</p><ul><li>401(k) matching</li><li>Dental insurance</li><li>Health insurance</li><li>Life insurance</li><li>Paid time off</li><li>Vision insurance</li></ul><p>Job Type: Full-time</p><p>Pay: $65,000.00 - $70,000.00 per year</p><p>Work Location: In person</p>

Benefits Administrator (Bilingual – English/Spanish) Houston, TX

LyondellBasell

<div></div><div><div><div><div><div>Location:
Houston, TX, US, 77056
</div></div></div></div><div><div><div><div>Req ID: 89456
</div></div></div></div><div><div><div><div>Facility: Williams Tower -130
</div></div></div></div><div><div><div><div>Department: HRMS Talent, Security, &amp; Analytics
</div></div></div></div><div><div><div><div>Division: People and Culture
</div></div></div></div><div></div><div><div><div><div><p>LyondellBasell is a leader in the global chemical industry creating solutions for everyday sustainable living. With a nearly 70-year legacy that includes a Nobel Prize in Chemistry and our proprietary <i>MoReTec</i> recycling technology, LYB is enabling a more sustainable future for generations to come. LYB develops high-quality and innovative products for applications ranging from sustainable transportation and food safety to clean water and quality healthcare. LYB places high priority on diversity, equity and inclusion and is Advancing Good with an emphasis on our planet, the communities where we operate and our future workforce. We're addressing the global challenges of ending plastic waste, taking climate action, and supporting a thriving society, while generating value for our customers, investors, and society.</p><div><div><div><h2 class="jobSectionHeader"><b>
Come Join an Inclusive Team</b></h2>
</div><div><p>
The HR Data Security Governance Analyst supports the Enterprise Data Steward &ndash; Employee in executing and documenting HR data governance, system security, and data privacy initiatives. This role is responsible for processing HR security requests, maintaining detailed process documentation, supporting data privacy projects, and collaborating with the HRMS &amp; Analytics teams. The analyst plays a key role in operationalizing governance frameworks, ensuring compliance, and driving consistency across HR data processes.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
A Day in the Life</b></h2>
</div><div><h3 class="jobSectionHeader"><b>HR Security Administration</b></h3>
<ul><li>Process HR system security requests (e.g., access provisioning, role changes) using LYB approved methods: GRC, IT Service Tickets.</li>
<li>Assist the Enterprise Data Steward &ndash; Employee in developing and updating security policies and procedures.</li>
<li>Ensure system access controls alignment across P&amp;C data systems &ndash; including but not limited to: SuccessFactors, SAP, Qualtrics, SharePoint, HR Data Lake, ServiceNow, OpenText, Navex, Avature, Orgvue.</li>
<li>Document security configurations, access control procedures, and change histories.</li>
<li>Support internal and external security access and data privacy audits by compiling evidence and maintaining audit-ready documentation.</li>
<li>Support biannual User Acceptance Reviews for SuccessFactors, SAP, and Fiori systems.</li>
</ul><h3 class="jobSectionHeader"><b>Data Privacy &amp; Compliance</b></h3>
<ul><li>Support data privacy assessments and documentation efforts (e.g., GDPR compliance).</li>
<li>Document root cause analyses and corrective actions for data inconsistencies.</li>
<li>Maintain records of data privacy reviews, remediation actions, and related documentation.</li>
<li>Assist in documenting data handling procedures and privacy-related workflows.</li>
<li>Collaborate with HR for HR Business Partner, internal controls, and audit teams to ensure alignment with compliance standards.</li>
<li>Help prepare documentation for privacy-related training and awareness initiatives.</li>
</ul><h3 class="jobSectionHeader"><b>Governance &amp; Steward Support</b></h3>
<ul><li>Support the Enterprise Data Steward &ndash; Employee in implementing HR data governance policies, standards, and procedures.</li>
<li>Assist in preparing governance documentation, reports, and presentations for internal and external stakeholders.</li>
<li>Document governance workflows, RACI matrices, and decision-making frameworks.</li>
<li>Track and report progress on governance initiatives and provide documentation support for governance projects.</li>
<li>Maintain version-controlled repositories of governance documentation and updates.</li>
</ul><h3 class="jobSectionHeader"><b>Process Documentation &amp; Continuous Improvement</b></h3>
<ul><li>Own the creation and maintenance of SOPs, process maps, and documentation repositories across all areas.</li>
<li>Ensure all governance and security processes are clearly documented and version-controlled.</li>
<li>Identify opportunities for process improvement and assist in implementing changes.</li>
<li>Support training efforts by preparing documentation, reference materials, and process guides.</li>
<li>Assist in documenting lessons learned and best practices from governance and system projects.</li>
<li>Participate in testing and documentation of SuccessFactors enhancements as they relate to security role impacts.</li>
</ul></div></div><div><div><h2 class="jobSectionHeader"><b>You Bring This Value</b></h2>
</div><div><ul><li><b>Minimum 3 years of experience in HR operations, HR systems, or data governance.</b></li>
<li><b>Prior experience required working with HR platforms</b>, such as SuccessFactors, SAP, or Workday.</li>
<li>Possess a strong working knowledge of data privacy principles and HR data handling practices.</li>
<li>Prior experience working with sensitive data and proven ability to maintain confidentiality.</li>
<li>Detail-oriented with strong process documentation and organizational skills.</li>
<li>Ability to work collaboratively and manage multiple priorities.</li>
<li>Effective communicator and collaborator across teams and with key stakeholders.</li>
<li>Analytical thinker with problem-solving capabilities.</li>
<li>Eager to learn and grow within the data security &amp; governance domain.</li>
</ul></div></div><div><div><h2 class="jobSectionHeader"><b>Competencies</b></h2>
</div><div><div>Build Partnerships</div><div>
Drive Innovation</div><div>
Grow Capabilities</div><div>
Promote Inclusion</div><div>
Motivational Fit</div><div>
Technical Skills</div><div>
Deliver Results</div></div></div></div><p>
Learn more about our benefits: Benefits/Health &amp; Welfare | LyondellBasell</p>
<p><b>
Stay Connected!</b></p>
<ul>
<li>Visit our LYB Website</li>
<li>Follow us on LinkedIn and Instagram</li>
<li>Like us on Facebook</li>
<li>Subscribe to our YouTube channel<br>
<br>
LyondellBasell is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, disability, age, veteran status, and other legally protected characteristics. The US EEO is the Law poster is available here.<br>
<br>
LYB is committed to providing reasonable accommodations for qualified individuals with disabilities. If you need assistance or an accommodation related to LYB&rsquo;s recruiting process, please email us at Careers@lyb.com.<br>
<br>
Applicants must be at least 18 years old.<br>
<br>
LyondellBasell does not accept or retain unsolicited r&eacute;sum&eacute;s or phone calls and/or respond to them or to any third party representing job seekers.<br>
<br>
Privacy Statement: For information regarding how LyondellBasell processes your personal data, please read our Privacy Statement.</li></ul></div></div></div></div></div><p></p>

HR Analyst

Perry Homes

<div>
 <strong>
  Job Description
  <br/>
  <br/>
 </strong>
 SUMMARY OF POSITION
 <br/>
 <br/>
 The Senior HR Generalist provides advanced HR support by partnering closely with the Human Resources Manager to execute employee relations, performance management, and HR initiatives that align with organizational goals. This role acts as a key resource for leadership and employees, supporting HR operations while taking ownership of critical projects and process improvements.
 <br/>
 <br/>
 <strong>
  Essential Duties And Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Assist the HR Manager with day-to-day employee relations matters by providing guidance, coaching, and performance counseling to employees and supervisors
  </li>
  <li>
   Conduct research and investigations into employee relations issues, facilitating meetings with employees and management to resolve concerns effectively
  </li>
  <li>
   Support the onboarding process including new hire orientation, ensuring new employees have a positive and seamless experience
  </li>
  <li>
   Lead and coordinate HR projects and initiatives assigned, ensuring timely completion and alignment with business objectives
  </li>
  <li>
   Provide training and mentorship to HR specialists or generalists, assisting with their development and knowledge growth
  </li>
  <li>
   Track and analyze HR metrics for Headquarters and/or Field Business Units to identify risk areas and recommend improvements
  </li>
  <li>
   Collaborate with the HR Manager on employee retention strategies to reduce turnover and improve engagement across the organization
  </li>
  <li>
   Manage new hire follow-up processes, including administering employee surveys and addressing early-stage issues
  </li>
  <li>
   Support offboarding activities by conducting exit interviews, analyzing trends, and ensuring return of company property
  </li>
  <li>
   Assist in planning and coordinating employee engagement events and initiatives that foster a positive workplace culture
  </li>
  <li>
   Facilitate monthly department or division meetings to communicate updates, gather feedback, and promote open dialogue
  </li>
  <li>
   Monitor and enforce employee compliance with company policies and employment laws, escalating issues to the HR Manager as needed
  </li>
  <li>
   Oversee I-9 maintenance and conduct audits, ensuring adherence to all legal requirements
  </li>
  <li>
   Maintain and update job descriptions in collaboration with managers to keep them accurate and current
  </li>
  <li>
   Provide support to the Benefits team with administration and employee inquiries as needed
  </li>
  <li>
   Support recruitment-related activities, including participation in job fairs and networking events as directed
  </li>
  <li>
   Assist in coordinating or leading additional HR initiatives as assigned by the HR Manager
  </li>
  <li>
   Ensure compliance with all Company EEO, anti-discrimination, and anti-retaliation policies throughout recruitment and employment processes
   <br/>
   <br/>
  </li>
 </ul>
 CORE COMPETENCIES
 <br/>
 <br/>
 <ul>
  <li>
   Excellence
  </li>
  <li>
   Customer Service
  </li>
  <li>
   Integrity
  </li>
  <li>
   Teamwork
  </li>
  <li>
   Giving Back
   <br/>
   <br/>
  </li>
 </ul>
 JOB COMPETENCIES
 <br/>
 <br/>
 <ul>
  <li>
   Confidentiality
  </li>
  <li>
   Problem Solving
  </li>
  <li>
   Communication/Building Relationships
  </li>
  <li>
   Customer/Client Focus
  </li>
  <li>
   Initiative
  </li>
  <li>
   Organizational Skills
  </li>
  <li>
   Cultural Awareness
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Supervisory Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   No supervisory responsibilities
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Requirements
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   High school diploma or GED required; Bachelor's degree in Human Resources, Business Administration, or related field preferred; HR certifications (PHR, SHRM-CP or equivalent) preferred
  </li>
  <li>
   Minimum 5+ years of progressive HR experience in a generalist or senior generalist role supporting HR leadership
  </li>
  <li>
   Strong understanding of employment laws, HR best practices, and compliance requirements
  </li>
  <li>
   Excellent interpersonal, communication, and conflict resolution skills with ability to influence at multiple levels
  </li>
  <li>
   Demonstrated project management skills with ability to handle multiple priorities and deadlines
  </li>
  <li>
   Analytical mindset to review HR data and metrics, supporting informed decision-making
  </li>
  <li>
   Demonstrated computer skills including a working knowledge of MS Office products, including Outlook, Excel, Word, and PowerPoint; familiarity with HRIS systems
  </li>
  <li>
   Current, valid Driver's License with acceptable driving record
   <br/>
   <br/>
  </li>
 </ul>
 WORK AVAILABILITY
 <br/>
 <br/>
 <ul>
  <li>
   Regular, predictable attendance is an essential function of this position
  </li>
  <li>
   Must be regularly available and willing to work at least full workdays from Monday through Friday and such other hours as the Company determines are necessary or desirable to meet business needs
   <br/>
   <br/>
  </li>
 </ul>
 PHYSICAL DEMANDS
 <br/>
 <br/>
 <ul>
  <li>
   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
  </li>
  <li>
   While performing this job, the employee may occasionally be required to stand; use hands to finger, handle, or feel; write; sit; use a computer; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; talk and hear; and lift and/or move up to 25 pounds. The employee may rarely lift and/or move up to 40 pounds. Specific vision abilities required by this job include visual perception, depth perception, and the ability to adjust focus
   <br/>
   <br/>
  </li>
 </ul>
 WORK ENVIRONMENT
 <br/>
 <br/>
 <ul>
  <li>
   The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job
  </li>
  <li>
   While performing the duties of this job, the employee typically works in an air conditioned office environment; however, on occasion, the employee must go outside the office and may be in no
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Benefits
  <br/>
  <br/>
  <br/>
 </strong>
 <strong>
  Health &amp; Wellness
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Medical, Dental &amp; Vision Coverage
  </li>
  <li>
   Employee Assistance Program (EAP)
  </li>
  <li>
   Fitness Reimbursement
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Financial Planning
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   401(k) with Company Match
  </li>
  <li>
   Company-Paid Life &amp; Disability Insurance
  </li>
  <li>
   Supplemental Coverage Options
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Time Off &amp; Life Balance
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   PTO &amp; Paid Holidays
  </li>
  <li>
   Leave of Absence Programs
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Family &amp; Lifestyle
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Perry Homes Family College Fund
  </li>
  <li>
   New Home &amp; Employee Discounts
  </li>
  <li>
   Pet Perks, Travel Assistance, &amp; More
  </li>
  <li>
   Note to job seekers: Your resume will be reviewed as the best qualified candidates will be contacted in the event that there is potential match***
   <br/>
   <br/>
  </li>
 </ul>
 <em>
  Perry Homes is an Equal Opportunity Employer
  <br/>
  <br/>
 </em>
 <strong>
  Disclaimer:
 </strong>
 <em>
  Recruitment Fraud
 </em>
 - Any communication regarding job opportunities from our organization will be initiated through official channels only, including our company email domain, @perryhomes.com and verified social media accounts. We advise candidates to exercise caution and refrain from sharing personal or sensitive information with any party claiming to represent our company outside of these channels. We do not at any early stage of recruitment process solicit personal information (e.g., passport and bank account info), financial details, or any form of payment (e.g., application fee). If you receive suspicious communications, encounter job postings that appear fraudulent, or want to confirm any employment postings, please contact
</div>


Senior Human Resources Generalist

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