Human Resources Business Partner

Confidential Employer

Location: Houston, Texas

Work Arrangement: Hybrid, three days onsite and two days remote

Employment Type: Full-Time

Compensation: $90,000 to $100,000 base salary

The Opportunity

A growing, multi-site specialty healthcare organization is seeking an energetic and resourceful Human Resources Business Partner to support employees and leaders across a complex, evolving operating environment.

This opportunity is well suited for an emerging HR leader who has developed broad generalist experience and is ready to take greater ownership of the employee experience, manager support, workforce challenges, and day-to-day HR operations. The successful candidate will be comfortable moving between strategic priorities and immediate employee needs, approaching problems with urgency, sound judgment, and a practical mindset.

The Human Resources Business Partner will serve as an accessible resource to employees and a trusted advisor to managers. This individual will support the full employee lifecycle, help leaders address performance and workplace concerns, and build practical HR processes that can scale with the organization.

Key Responsibilities

Employee Relations and Manager Support

• Serve as a primary HR resource for employees and managers across assigned locations and business functions.
• Coach managers through employee relations concerns, performance challenges, attendance issues, workplace conflicts, and corrective-action decisions.
• Conduct timely, objective, and well-documented workplace investigations in partnership with HR leadership and legal counsel when appropriate.
• Help leaders address employee concerns consistently while balancing organizational policies, business needs, and individual circumstances.
• Promote open communication, accountability, and respectful workplace practices throughout the organization.
• Identify recurring employee relations themes and recommend practical solutions that address underlying operational or leadership issues.

Performance and Talent Management

• Guide managers through goal setting, performance reviews, coaching conversations, performance improvement plans, and development discussions.
• Help leaders identify high-potential employees, capability gaps, succession needs, and opportunities for internal advancement.
• Support employee development, retention, engagement, and recognition initiatives across clinical and administrative teams.
• Partner with managers to improve team effectiveness, clarify expectations, and strengthen employee accountability.
• Assist with organizational changes, role transitions, reporting-line adjustments, and other workforce initiatives.

Full-Cycle Human Resources Support

• Provide HR guidance throughout the employee lifecycle, including onboarding, orientation, performance management, leaves, accommodations, transfers, promotions, and separations.
• Partner with recruiting and hiring leaders to clarify staffing needs, improve candidate selection, and support a consistent hiring experience.
• Coordinate with payroll and benefits partners to resolve employee questions and ensure accurate, timely information.
• Support leave administration and workplace accommodation processes in accordance with applicable policies and legal requirements.
• Maintain accurate employee documentation and ensure appropriate records are retained within HR systems.
• Help update policies, procedures, job descriptions, templates, and manager resources as organizational needs evolve.

Workforce Planning and Business Partnership

• Build productive relationships with clinical, operational, and corporate leaders across a geographically distributed organization.
• Develop an understanding of staffing models, employee needs, operational pressures, and workforce risks within assigned business areas.
• Partner with managers to evaluate staffing levels, turnover, attendance, vacancies, and other workforce trends.
• Use HR data and employee feedback to identify patterns, prioritize concerns, and recommend solutions.
• Support the integration of new locations, teams, or employees as the organization expands.
• Participate in cross-functional initiatives involving culture, communication, compliance, workforce effectiveness, and organizational growth.

Compliance and HR Operations

• Apply working knowledge of federal and multi-state employment requirements to daily HR decisions and practices.
• Help ensure consistent application of policies related to equal employment opportunity, wage and hour practices, protected leave, accommodations, workplace conduct, and employee documentation.
• Maintain confidentiality when handling employee, medical, compensation, and organizational information.
• Monitor HR processes for gaps, inconsistencies, or unnecessary complexity and recommend improvements.
• Support audits, reporting, policy reviews, and other HR compliance activities as needed.

Required Qualifications

• Four or more years of progressive human resources experience in an HR generalist, employee relations, HR operations, or business partner capacity.
• Professional HR experience within healthcare, physician practice management, ambulatory care, hospital operations, or another healthcare services environment.
• Broad knowledge of employee relations, performance management, workplace investigations, onboarding, leave administration, policy interpretation, and employment compliance.
• Demonstrated ability to coach managers through sensitive or complex employee situations.
• Experience supporting multiple departments, locations, or employee populations.
• Strong problem-solving skills and the ability to move from identifying an issue to recommending and implementing a practical solution.
• Clear written and verbal communication skills, including the ability to communicate effectively with employees, managers, and senior leaders.
• Sound judgment, discretion, organization, and follow-through.
• Ability to work onsite in Houston, TX three days per week and remotely two days per week.

Preferred Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field, with a degree in Human Resources strongly preferred.
• Experience supporting a multi-site or multi-state healthcare organization.
• Working knowledge of HR information systems, applicant tracking systems, and employee-data reporting.
• Experience supporting organizational growth, clinic integration, acquisitions, or workforce change.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

The Ideal Candidate

The strongest candidate will bring energy, initiative, and curiosity to the role. This person will not wait for every answer to be provided but will know when to ask questions, gather the right information, and develop a thoughtful solution.

The organization is seeking someone who can connect with employees, earn the confidence of managers, and remain steady when handling difficult workplace matters. Success will require flexibility, resilience, attention to detail, and a willingness to support the full range of HR needs rather than operate within one narrow specialty.

What Success Looks Like

During the first year, the Human Resources Business Partner will be expected to:

• Build trusted relationships with employees and leaders across assigned locations.
• Improve the speed, consistency, and quality of manager support.
• Resolve employee relations matters thoroughly and professionally.
• Strengthen performance-management practices and documentation.
• Identify workforce trends and recommend practical responses.
• Improve HR processes, manager resources, and employee communication.
• Support continued organizational growth without losing focus on employee experience or compliance.

Compensation and Benefits

The anticipated base salary range is $90,000 to $100,000, based on experience, qualifications, and alignment with the position’s requirements.

The organization offers company-sponsored benefits, paid time off, and additional programs available to eligible employees. Complete benefit details will be provided during the interview process.

Equal Employment Opportunity

The employer provides equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, pregnancy, national origin, age, disability, genetic information, veteran status, sexual orientation, gender identity, or any other status protected by applicable law.

Reasonable accommodations are available to qualified individuals throughout the application and employment process.