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Our client is seeking a Senior Human Resources Business Partner to join their lean team of HR Professionals at their beautiful corporate office located in the West Lake Hills area of Austin,TX. This person will be responsible for delivering strategic and operational human capital support to executive leadership within complex, specialized business functions. This role serves as a primary advisor to SVP, EVP, and C-level leaders and is accountable for aligning workforce strategies with business objectives, managing organizational risk, and driving effective people outcomes.
Operating in a multi-state, regulated environment, the Senior HRBP provides leadership across employee relations, organizational design, workforce planning, talent management, and change initiatives. The role requires strong business acumen, sound judgment, and the ability to influence senior stakeholders while navigating ambiguity and competing priorities. The Senior HRBP partners closely with enterprise HR functions, including Compensation, Talent Acquisition, and HR Operations, to ensure consistent, compliant, and well-coordinated delivery of HR programs and services. This is a fully onsite, Monday through Friday 8AM-5PM, direct hire opportunity offering a competitive salary, benefits and 401k offering. This role will develop hybrid opportunity over time.
Key Responsibilities:
- Serve as a strategic advisor to executive leadership, providing guidance on workforce strategy, organizational effectiveness, leadership performance, and employee-related risk
- Partner with business leaders to develop and execute workforce plans, including headcount planning, organizational structure design, and talent strategies
- Lead organizational design efforts, including restructuring, role clarity, span and layer analysis, and alignment of teams to business priorities
- Partner with leaders to execute the performance management process, including goal setting, ongoing feedback, performance reviews, calibration, development planning, and timely resolution of performance concerns
- Coach leaders on performance expectations, documentation, feedback delivery, and accountability practices to support high performance, address underperformance, and ensure fair and consistent outcomes across teams
- Manage complex employee relations matters, including leading workplace investigations, documenting findings, and ensuring consistent and compliant resolution
- Provide expert guidance on employment law and compliance matters, including FMLA, ADA, leave of absence, accommodations, wage and hour considerations, and policy interpretation
- Identify and assess organizational and workforce risks and provide recommendations to mitigate legal, compliance, and employee relations exposure
- Lead and support change management initiatives, including organizational changes, leadership transitions, workforce reductions, and process improvements
- Partner with HR Operations to translate business needs into scalable, compliant HR processes, including identification of system enhancements, workflow improvements, and automation opportunities
- Collaborate with HR Operations to design, improve, and standardize employee lifecycle processes, ensuring consistent, efficient, and well-governed execution across the organization
- Operate effectively in an environment with ambiguity, competing priorities, and evolving business needs, demonstrating strong judgment and decision-making
- Utilize workforce data and analytics to identify trends, assess organizational health, and deliver actionable insights to leadership
- Partner with Compensation to support pay decisions, job leveling, market alignment, and internal equity considerations
- Collaborate with Talent Acquisition to support workforce planning, hiring strategies, candidate selection, and talent pipeline development
- Support succession planning and talent review processes, including identification, development, and retention of key talent
- Support immigration-related activities in partnership with HR leadership and external counsel, including tracking, documentation, and compliance requirements
- Contribute to enterprise HR initiatives, including policy development, process improvements, and cross-functional projects
- Provide mentorship and guidance to HR team members, supporting development and consistency across HR practices
- Perform other duties and responsibilities as required to support the effective operation of the department and organization
Requirements:
- Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience
- 5+ years of progressive HR experience, including HR business partner related roles
- 3+ years of experience supporting senior leadership in Finance/Accounting industries
- Demonstrated experience supporting complex, specialized, or highly regulated business functions such as technology, finance, or similar environments
- Strong working knowledge of employment law and compliance requirements, including FMLA, ADA, wage and hour, and workplace investigations
- Proven experience leading employee relations matters, including investigations, documentation, and resolution of complex workplace issues
- Demonstrated ability to influence senior leaders, build trust, and provide credible, business-aligned HR guidance
- Experience leading organizational design, workforce planning, and change management initiatives
- Strong analytical and problem-solving skills, with the ability to interpret workforce data and translate findings into actionable recommendations
- Ability to operate independently as a self-starter, manage multiple priorities, and navigate ambiguity with sound judgment
Preferred Requirements:
- Master’s degree in Human Resources, Business Administration (MBA), Organizational Development, or a related field
- Senior-level HR certification such as SPHR or SHRM-SCP
- Experience working in a regulated, multi-state, or multi-entity environment such as financial services
- Experience supporting immigration processes and compliance in partnership with legal counsel
- Experience in workforce analytics, organizational transformation, or enterprise HR program implementation
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