Summary:
The Human Resources Business Partner (HRBP) is an entry-level, developmental business partner role designed to build foundational HR partnership skills while supporting assigned business areas. This position works under the guidance and mentorship of the Human Resources Manager and current HR Business Partners to learn how to support managers and employees through employee relations, performance management, compliance, HR programs, and day-to-day people processes.
This role is not intended to independently advise divisional Vice Presidents or serve as the primary strategic consultant at the time of hire. Instead, the HRBP will follow, observe, and assist experienced HR partners and HR team members while developing the judgment, confidence, business understanding, and consistency needed to grow into a trusted advisor role. With demonstrated ability, sound decision-making, and successful performance over approximately 12–24 months, the employee may progress into a more independent HR business partner capacity.
Essential Duties and Responsibilities include the following. Other duties may be assigned:
Business Partnership & Mentored HR Support
- Shadow and support current HR Business Partners and HR team members during business unit meetings, manager discussions, employee meetings, and follow-up activities.
- Learn business objectives, workforce needs, and people-related priorities by observing HRBP conversations and assisting with documentation, research, and action items.
- Assist with organizational design, workforce planning, team effectiveness, and talent-related projects under the direction of experienced HR partners or HR leadership.
- Participate in HR discussions with leaders and managers as assigned, primarily in a learning and support capacity rather than as the independent HR advisor.
Talent Management & Workforce Planning
- Assist with talent reviews, succession planning, employee development activities, and workforce planning efforts under the guidance of HR leadership or experienced HR partners.
- Support performance management processes by helping prepare materials, track timelines, gather information, and maintain related documentation.
- Assist HR team members with performance improvement support, documentation review, and manager follow-up as directed.
- Compile and review basic staffing information, trends, and employee data to help identify needs, risks, or follow-up items for HR leadership review.
Training, Development & Career Progression
- Help identify and document training needs by gathering feedback, tracking requests, and supporting follow-up from HRBP or manager discussions.
- Support development programs, onboarding, career progression activities, and employee growth initiatives as assigned.
- Assist managers and HR team members with career development materials, meeting preparation, and follow-up actions under guidance.
- Support retention, engagement, and development initiatives by coordinating details, tracking progress, and helping ensure timely communication.
Employee Relations & Engagement
- Serve as a supportive HR contact for routine employee questions, concerns, and general HR process guidance, escalating matters as appropriate.
- Assist with employee relations documentation, fact-gathering, conflict resolution support, and workplace investigations under the direction of HR leadership or experienced HR partners.
- Support managers and employees with attendance, punctuality, conduct, performance concerns, and policy questions by following established HR guidance and escalating higher-risk matters.
- Support employee engagement initiatives, recognition efforts, employee communications, and follow-up action items that reinforce collaboration, accountability, and a positive employee experience.
HR Programs & Process Execution
- Support performance reviews, compensation processes, and annual HR program timelines by helping track tasks, prepare materials, and coordinate follow-up.
- Assist with recruitment coordination, interview scheduling, candidate communication, and pre-employment processes as needed.
- Support onboarding activities, including new hire documentation, orientation coordination, employee setup, and follow-up with managers to help ensure a smooth transition.
- Maintain accurate employee records, personnel files, HRIS data, job changes, status changes, and related employment documentation.
- Assist with offboarding activities, including separation documentation, exit checklists, return of company property, and coordination with payroll, benefits, and management.
- Support employee communications, HR forms, policy acknowledgments, reporting requests, and general HR administrative processes.
- Partner with HR team members to deliver programs, maintain process consistency, and provide timely support to employees and managers while continuing to learn the HRBP model.
Compliance & Risk Management
- Assist with compliance efforts related to employment laws, regulations, company policies, procedures, and documentation standards.
- Support audits, personnel file maintenance, HR reporting, record retention, and compliance-related documentation.
- Support leave administration, accommodation processes, workers’ compensation documentation, and related employee follow-up in coordination with HR leadership or experienced HR team members.
- Maintain confidentiality and handle sensitive employee information with discretion, professionalism, and accuracy.
- Assist with the timely completion, communication, and administration of terminations, pay changes, status changes, personnel changes, organizational charts, employee photos/data, and related HR updates as assigned.
Development & Progression Expectations
- Demonstrate learning agility, sound judgment, confidentiality, follow-through, and the ability to apply HR guidance consistently.
- Build confidence and credibility by completing assigned HRBP support work accurately, communicating effectively, and escalating matters appropriately.
- Develop practical understanding of assigned business areas, manager needs, employee relations processes, performance management, compliance requirements, and HR program execution.
- May progress into a more independent trusted advisor role after approximately 12–24 months based on demonstrated performance, readiness, business understanding, and leadership approval.
Qualifications
- Bachelor’s degree in Human Resources, Business, Organizational Development, or related field preferred.
- 0–1 years of HR experience preferred; HR internship, HR assistant, HR coordinator, or related employee support experience may be considered.
- Ability to learn the HR Business Partner model through mentorship, observation, assigned projects, and hands-on HR support required.
- Strong communication, organization, documentation, follow-through, confidentiality, and customer service skills required.
- Ability to take direction, accept coaching, escalate concerns appropriately, and work collaboratively with HR team members, managers, and employees required.
- Knowledge and experience with Microsoft Office Suite (Word, Excel, PowerPoint, Outlook, SharePoint) required.
- HR certification or pursuit of HR certification (SHRM-CP, PHR, or related credential) preferred.
- Exposure to HR systems, HR reporting, employee relations documentation, or workforce analytics tools preferred.
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Flexible spending account
- Health insurance
- Life insurance
- Paid jury duty
- Paid parental leave
- Paid time off
- Tuition reimbursement
- Vision insurance
Application Question(s):
- Will you now or in the future require employer sponsorship for employment visa status? Must answer.
- What is your desired salary?
- Are you able to successfully complete a pre-employment drug and alcohol screening as a condition of employment?
Ability to Commute:
- New Braunfels, TX 78132 (Preferred)
Work Location: Hybrid remote in New Braunfels, TX 78132
