Human Resources Business Partner

Position Title: HR Business Partner
Department: Human Resources
Reports To: HR Director
Location: The Woodlands, TX

Position Overview

The HR Business Partner (HRBP) serves as a strategic partner to business leaders, providing guidance and support on employee relations, performance management, organizational development, and engagement initiatives. This role focuses on building strong relationships with managers and employees, ensuring HR practices align with business goals, and fostering a positive workplace culture.

A core requirement of this role is to drive performance by consistently applying performance management frameworks, ensuring leaders are equipped to set expectations, provide feedback, and address performance issues effectively. The HRBP will partner with managers to ensure a consistent approach across the business, supporting fair decision-making, consistent documentation standards, and timely resolution of people matters.

The HRBP will work closely with the HR Director, HR Manager, and Talent Acquisition & Development Lead to deliver proactive HR solutions that improve retention, enhance manager capability, and drive employee engagement. This role is suited to someone with a strong HR background who thrives in a fast-paced, high-growth environment and can confidently juggle competing priorities while staying calm, solutions-focused, and commercially aware.

Key Responsibilities

• Partner with department heads to understand workforce needs and develop tailored HR solutions that support business objectives.
• Act as a trusted advisor to managers, providing practical HR guidance and coaching to build confidence and consistency in decision-making.
• Provide employee relations support, including investigations, conflict resolution, and coaching for managers and employees.
• Drive consistent performance management practices across teams, including goal setting, coaching, feedback, performance reviews, and improvement plans.
• Coach managers through performance conversations, ensuring timely action, appropriate documentation, and fair, consistent outcomes.
• Support leaders in addressing underperformance through structured plans, follow-up, and accountability.
• Collaborate with the Talent Acquisition & Development Lead on succession planning and career pathing for internal staff.
• Support the design and delivery of engagement initiatives to improve retention, morale, and workplace culture.
• Advise leaders on compensation, benefits, and policy interpretation in partnership with the HR Manager.
• Monitor HR metrics (turnover, engagement, ER case trends, performance-related actions) to identify trends, recommend actions, and improve workforce outcomes.
• Ensure compliance with federal, state, and local employment laws, including ADA, FMLA, and wage/hour requirements.
• Act as a cultural ambassador, promoting company values and fostering a collaborative, professional environment.
• Operate effectively in a dynamic environment, managing multiple priorities and shifting deadlines while maintaining a high level of service and responsiveness.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification (PHR, SHRM-CP) preferred.
• 5 years of progressive HR experience, with at least 2 years in an HRBP, HR Generalist, or employee relations role.
• Experience in the staffing industry, sales-led organization, or similarly high-volume, fast-paced environment preferred.
• Strong knowledge of employment law and HR best practices, with practical experience applying them consistently.
• Proven ability to influence and build relationships at all levels of the organization.
• Strong communication skills with the ability to confidently handle challenging conversations with professionalism and empathy.
• Highly organized, adaptable, and comfortable managing conflicting priorities in a fast-moving business environment.
• Comfortable managing sensitive and confidential information with professionalism and discretion.

Key Competencies

• Strategic Partnering – Aligns HR initiatives with business objectives and operational needs.
• Performance Focus – Drives accountability and supports leaders to improve individual and team performance.
• Employee Advocacy – Ensures fair, consistent, and respectful treatment of employees.
• Business Acumen – Understands operational drivers, workforce dynamics, and industry context.
• Change Management – Guides leaders and employees through organizational changes with clarity and confidence.
• Collaboration – Works effectively with cross-functional teams and stakeholders.
• Adaptability – Thrives in ambiguity, responds quickly to change, and manages competing demands effectively.

The Global Edge Consultants, LLC is an Equal Opportunity Employer. The Global Ede Consultants, LLC does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.

Benefits:

• 401(k)
• Dental insurance
• Health insurance
• Paid time off
• Vision insurance

Work Location: In person