Job Description
The Human Resources Business Partner (HRBP) is a strategic advisor and thought partner to business leaders, responsible for translating business priorities into people strategy that drive performance, culture, and engagement. This role partners closely with leaders to diagnose organizational needs, shape talent and workforce strategies, and enable effective change across the employee lifecycle.Essential Duties and Responsibilities include the following but are not limited to the job specifications contained herein. Additional duties or job functions that can be performed safely may be required as deemed necessary by supervisory personnel.
Act as a strategic partner to employees and leaders by translating business strategy into people, talent, and organizational solutions that foster a strong employee experience.
Coach and influence employees and leaders on day-to-day topics including organizational effectiveness, team performance, leadership capability, and serving as a thought partner on complex people decisions.
Manage multiple initiatives independently, while maintaining strong cross-functional relationships across teams and regions and delivering results in a fast-paced environment.
Serve as a trusted advisor to leaders on complex employee relations matters, partnering with VP of Employee Relations to assess risk, determine appropriate action, and reinforce consistent, values-driven practices.
Lead and support the people strategy behind core HR programs and cycles, including performance management, compensation reviews, goal setting, talent reviews, development planning, promotions, and engagement initiatives.
Use HR data metrics (e.g., headcount, compensation, attrition, job levels) to inform decision-making and drive performance, productivity, and capability improvements.
Collaborate with HR Centers of Excellence to shape, tailor, and deliver programs that enhance employee experience and support talent attraction and retention.
Partner with HR leadership and business leaders on organizational design and change management efforts, bringing foundational knowledge of talent management and OD principles.
Act as a trusted advisor with a pulse on employee sentiment, collaborating with HR leadership on employee lifecycle initiatives such as mobility, organizational changes, and engagement strategies, while balancing agility with sound HR infrastructure.
Identify and implement opportunities to improve people processes, systems, and ways of working that enable scale and efficiency.
Qualifications:
Strong business acumen and a natural curiosity about how a business operates
Excellent written and verbal communication, including high-quality document preparation, and presentation skills desirable
Agile, flexible, proactive and problem-solving approach
Ability to prioritize workload and meet critical deadlines
Ability to initiate/develop processes and procedures
Team player with strong collaboration skills
Basic project management skills
Experience with Google Suite, Microsoft Office and other HR technologies i.e. Workday, preferred
Self-starter – able to work proactively and independently while also knowing when to escalate/seek support and advice
Absolute confidentiality and integrity
Ability to build strong relationships, influence, work as a change agent
Minimum Requirements:
8+ years of progressive HR experience, including at least 5+ years operating as an HR Business Partner supporting senior business leaders
Demonstrated experience providing HR Business Partner support across multi-site, geographically dispersed organizations with field-based or operational employee population
Demonstrated ability to influence and coach senior leaders in fast-paced, growth-oriented or transformational environments
Preferred Attributes:
Post secondary education desired i.e. university, college, certificate/diploma in HR, etc.
HR professional certification or designation completed or in progress is an asset (PHR, CIPD)
Experience supporting business units with 500+ employees preferred
Proven experience translating business strategy into workforce and organizational solutions, including workforce planning, organizational design, performance management, talent reviews, and change management initiatives
Experience managing complex employee relations matters and partnering with Legal and/or Employee Relations leadership to assess risk and drive consistent, values-based outcomes
Physical Demands:
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, including:
Frequently required to sit, talk, and hear.
Frequently required to stand and move; use hands to grasp, squeeze, finger, handle, and feel; reach, push, and pull with hands and arms; occasionally required to twist; reach overhead; stoop, kneel, squat, bend, and crouch.
Occasionally lift, carry, and move up to 10 pounds.
Vision abilities required by this job include close vision, distance vision, and depth perception
#LI-Hybrid
At Tricon, we are committed to creating a workplace where every individual is valued for their unique contributions, experiences, voices, and backgrounds. By embracing these principles, we aim to positively impact our business and the communities we serve, creating a lasting legacy where everyone can thrive.
Human Resources Business Partner • Irving, TX
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