Human Resources Business Partner
Brasfield & Gorrie, LLC · Dallas, TX
- On site
- Full-time
- $95,000 / year
- Dallas, TX
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Job highlights
- Strategic and hands-on HR Business Partner role.
- Focus on employee relations and talent management.
- Develop relationships with leadership and employees.
- Drive HR initiatives and people strategy.
- Requires 7-12 years of HR experience.
About the role
About the Role
The Human Resources Business Partner (HRBP) role is both hands-on and strategic, providing expertise in employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management, and ad hoc projects. You will partner with HR leadership to execute strategic initiatives and develop strong relationships with department leadership and employees.
Responsibilities and Essential Duties
- Partner with the HR leadership team to execute strategic initiatives for the Talent Management team.
- Lead at least one project related to the team’s annual strategic initiatives.
- Develop and continually strengthen relationships with department/division leadership and employees within assigned departments or region.
- Develop, maintain, and demonstrate a working knowledge of the business and take a consultative approach with assigned teams.
- Anticipate, assess, and provide creative HR solutions to meet business needs, especially surrounding people strategy.
- Provide guidance on promotions, performance management/talent development, and help managers prepare for performance reviews.
- Maintain a strong pulse on employee engagement; analyze trends and metrics of employee exits, and provide potential solutions and recommendations for employee retention.
- Serve as the first point of contact for employee relations issues within assigned departments or regions.
- Assist managers with the execution of people strategy, including guidance on restructuring and succession planning to ensure Brasfield & Gorrie’s long-term success.
- Facilitate the talent review process for assigned teams and ensure alignment with organizational growth.
- Identify training needs within teams and serve as a liaison between departments and the Learning and Development team.
- Advise, coach, and guide leadership to develop positive ways to engage, lead, and develop their teams.
- Partner with department leadership to review/create title matrices for work teams, ensuring growth paths for employees.
- Conduct exit interviews and evaluate/discuss trends with the HRBP team.
- Communicate HR policies and procedures to employees.
- Attend department/division meetings to provide HR updates.
- Assist with the administration and maintenance of SuccessFactors and provide help to managers and employees, especially with Performance and Talent Reviews modules.
- Identify recruiting needs and assist managers with hiring timelines (people forecasting).
- Consult with managers on hiring and integrating experienced professionals into established teams.
Qualifications
- Bachelor’s degree or higher in Human Resource Management or related field.
- 7-12 years of work experience in Human Resources, preferably talent management.
- Working knowledge of HR practices, policies, and procedures (including compensation, employee relations, and talent management).
- Working knowledge of HRIS systems.
- Subject matter expertise in at least one talent management area.
- Excellent verbal and written communication skills.
- Proven ability to establish and maintain strong working relationships.
- Great problem-solving skills.
- Customer service mindset and approach.
- Excellent listening skills.
- Ability to multi-task, meet established deadlines, and achieve desired results.
Key Skills/Competency
- Human Resources Business Partner
- Employee Relations
- Talent Management
- Performance Management
- Workforce Planning
- Compensation
- Employee Retention
- Coaching and Development
- Conflict Management
- HRIS Systems
Skills & topics
- Human Resources Business Partner
- HRBP
- Talent Management
- Employee Relations
- Performance Management
- Workforce Planning
- Compensation
- Employee Retention
- Coaching
- Conflict Management
- HRIS
- SuccessFactors
- People Strategy
- Organizational Growth
- Leadership Development
- Recruiting
- Succession Planning
How to get hired
- Tailor your resume: Highlight your 7-12 years of HR experience, focusing on talent management, employee relations, and strategic initiatives relevant to Brasfield & Gorrie's needs.
- Showcase your skills: Emphasize your expertise in performance management, compensation, conflict resolution, and HRIS systems like SuccessFactors.
- Demonstrate relationship building: Provide examples of how you've successfully partnered with leadership and employees to achieve business goals.
- Prepare for behavioral questions: Be ready to discuss your problem-solving approach, customer service mindset, and ability to manage multiple priorities effectively.
- Research Brasfield & Gorrie: Understand their company culture, values, and recent projects to align your application and interview responses.
Technical preparation
Master HRIS, especially SuccessFactors modules.,Understand compensation and talent management principles.,Familiarize with HR policies and best practices.,Practice data analysis for HR metrics.
Behavioral questions
How do you build strong relationships with leaders?,Describe a complex employee relations case you resolved.,How do you balance strategic goals with daily tasks?,Give an example of proactive retention strategy.
Frequently asked questions
- What are the key responsibilities of a Human Resources Business Partner at Brasfield & Gorrie?
- The Human Resources Business Partner at Brasfield & Gorrie is responsible for a range of strategic and hands-on HR functions, including employee relations, workforce planning, performance management, compensation, employee retention, coaching, and conflict management. They act as a key liaison between HR and assigned departments, supporting leadership in executing people strategies and driving organizational success.
- What qualifications are necessary for the HRBP role at Brasfield & Gorrie?
- To be considered for the Human Resources Business Partner role at Brasfield & Gorrie, candidates typically need a Bachelor's degree in Human Resource Management or a related field, coupled with 7-12 years of progressive experience in Human Resources, with a preference for talent management. Strong knowledge of HR practices, policies, and HRIS systems like SuccessFactors is essential.
- How does Brasfield & Gorrie approach employee relations and retention?
- Brasfield & Gorrie emphasizes a proactive approach to employee relations and retention. The HRBP plays a crucial role in maintaining a strong pulse on employee engagement, analyzing exit interview trends, and developing proactive solutions and recommendations to improve retention and foster a positive work environment. They also serve as a primary point of contact for employee relations issues.
- What is the expected level of interaction with leadership in this HRBP position?
- The Human Resources Business Partner at Brasfield & Gorrie is expected to develop and maintain strong, consultative working relationships with department and division leadership. This involves providing guidance on people strategy, performance management, restructuring, succession planning, and talent reviews, acting as a strategic partner to help leaders achieve their business objectives.
- How important is knowledge of HRIS systems for this role?
- Knowledge of HRIS systems is very important for the Human Resources Business Partner role at Brasfield & Gorrie. Specifically, experience with systems like SuccessFactors, particularly its Performance and Talent Reviews modules, is beneficial for assisting managers and employees and supporting HR administration and maintenance.
- What does 'hands-on and strategic' mean for a Human Resources Business Partner at Brasfield & Gorrie?
- For a Human Resources Business Partner at Brasfield & Gorrie, 'hands-on and strategic' means you'll be actively involved in day-to-day HR operations and problem-solving, while also contributing to the long-term people strategy. This includes direct engagement with employees and managers on issues, alongside developing and executing broader talent management initiatives and workforce planning.