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.

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Human Resources Business Partner

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