Purpose
The HR Business Partner (HRBP) serves as a trusted advisor and thought partner to business leaders and employees, supporting the organization’s mission through strategic partnership, operational excellence, and a commitment to people-first leadership. This role exists to stabilize and strengthen the employee experience during a period of transformation — ensuring consistency in leadership practices, equitable employee relations, and effective alignment between people strategy and organizational goals. The HRBP will play a pivotal role in fostering leadership maturity, ensuring clarity in expectations, and supporting a culture of accountability, trust, and performance.
Key Responsibilities
Strategic Partnership & Alignment
- Partner with business and functional leaders to understand strategic goals, workforce challenges, and operational needs
- Serve as an advisor on organizational design, talent deployment, and change management to ensure alignment with business priorities
- Collaborate with leadership to embed a culture of consistency, inclusion, and continuous improvement
- Support strategic initiatives related to organizational integration, acquisition transitions, and leadership capability-building
Employee Relations & Workplace Culture
- Lead employee relations activities with sound judgment, confidentiality, and a balanced approach to risk management and culture care
- Provide guidance and coaching to leaders on handling performance, conduct, and employee issues in alignment with company policies and values
- Conduct or oversee investigations as needed, ensuring fairness, documentation integrity, and timely resolution
- Identify root causes and patterns to proactively address cultural or behavioral issues
Leadership Development & Manager Enablement
- Partner with leaders to strengthen managerial capability and leadership maturity
- Coach managers on communication, accountability, and performance management practices that foster trust and stability
- Support the design and delivery of targeted learning experiences that build skill and confidence in leading through complexity
- Reinforce consistency in leadership expectations across teams, ensuring alignment with organizational values
Policy, Compliance & Risk Management
- Interpret and apply employment law, regulations, and internal policies with consistency and sound judgment
- Partner with legal and compliance teams to mitigate risk and ensure regulatory adherence
- Regularly review and update policies and procedures to maintain alignment with best practices and evolving legal standards
- Ensure documentation, reporting, and case management practices are complete and compliant
Talent Management & Organizational Effectiveness
- Support the performance management cycle — goal setting, reviews, and calibration — to ensure clarity, fairness, and accountability
- Partner with leaders on succession planning, role clarity, and internal mobility
- Contribute to organizational diagnostics and improvement planning through analysis of trends, data, and engagement insights
- Champion diversity, equity, and inclusion as a fundamental part of how talent decisions are made and leadership is developed
Key Competencies
- Strategic Thinking: Sees the broader organizational picture and connects people strategy to business outcomes.
- Emotional Intelligence: Demonstrates composure, empathy, and presence under pressure.
- Influence & Partnership: Builds credibility and alignment across all levels of leadership.
- Accountability & Integrity: Acts with professionalism, discretion, and consistency.
- Change Agility: Adapts effectively to shifting business priorities and organizational complexity.
Remote Work Expectations
- Maintain a professional and productive home office environment
- Ensure reliable internet connectivity and proficiency with virtual collaboration tools (e.g., Teams, Zoom, ATS platforms)
- Demonstrate strong time management and self-discipline to meet deadlines and KPIs
- Be available during core business hours and responsive to team communications
- Travel to Dallas quarterly for team meetings and strategic planning sessions
Experience & Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred
- 7+ years of progressive HR experience, including at least 3 years in an HR Business Partner or HR leadership role
- Proven experience in employee relations, organizational development, and leadership coaching
- Deep understanding of employment law, HR compliance, and risk mitigation strategies
- Demonstrated success supporting leaders through transformation, growth, or acquisition environments
- SHRM-SCP or SPHR certification strongly preferred
CortiCare is an EEO Employer.
