Your Role at a Glance

Strategic HR Leadership & Business Partnership:

• Partner with senior HR leadership to define and execute annual people strategy and roadmap linked to financial, operational, and customer goals.
• Facilitate quarterly talent reviews, succession planning, and organizational capability assessments.
• Advise leaders on org design (spans/layers), role clarity, decision-rights, and change readiness.

Workforce Planning & Talent Acquisition:

• Lead headcount planning, staffing models, and build talent strategies based on demand forecasts.
• Support recruiting lifecycle in partnership with the Talent Acquisition team (intake, sourcing, interviewing, offers, onboarding) ensuring quality-of-hire and time-to-fill targets

Performance Management & Culture:

• Manage performance cycles (goal setting, check-ins, reviews), calibrations, and merit planning
• Develop and implement strategies for people engagement and retention
• Coach leaders on feedback, accountability, and high-performance behaviors; manage PIPs and development plans
• Support global annual engagement surveys; facilitate action planning and track improvements

Compensation:

• Partner with Compensation to maintain market-competitive pay structures, pay equity, and annual merit/bonus cycles
• In partnership with Compensation, conduct job evaluations, salary benchmarking, and internal parity analyses
• Conduct offer analysis and retention packages

Employee Relations, Compliance & Risk:

• Lead employee relations: investigations, conflict resolution, corrective actions; ensure fair, consistent practices
• Ensure compliance with federal, state, and local employment laws (e.g., FLSA, FMLA, ADA, etc.)
• Maintain policy governance, handbook updates, and manager training; prepare for audits and regulatory inquiries
• Partner with Legal and Compliance on complex cases, severance, accommodations, and risk mitigation strategies

Diversity, Equity & Inclusion:

• Integrate DE&I principles into talent acquisition, performance, development, and succession practices
• Track representation, hiring, promotion, pay equity, and inclusion metrics; drive targeted intervention
• Partner with affinity groups and external community partners to strengthen inclusion and outreach

HR Operations, Technology & Analytics:

• Own HR processes (onboarding, data integrity, personnel files, time & attendance, leaves, terminations)
• Analyze KPI trends (attrition, engagement, absence, hiring, etc.) and present insights to leadership
• Drive continuous improvement/Lean initiatives to reduce cycle times and improve employee experience

Change Management & Communications:

• Develop and execute change plans for reorganizations, new systems, and policy shifts (stakeholder mapping, communications, training)
• Create clear, empathetic communications for HR programs; equip managers with toolkits and talking points
• Measure adoption and effectiveness; iterate based on feedback and outcomes

Vendor & Budget Management:

• Own HR budget planning and monitoring; track ROI and cost-per-initiative; optimize spend

What Sets You Apart

We’re looking for individuals who bring the right mix of experience, mindset, and motivation:

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field required. Master’s degree preferred.
• Professional certifications strongly preferred in PHR, SPHR, SHRM-CP, SHRM-SCP.
• Proficiency with HRIS and ATS platforms (Workday, SAP SuccessFactors, Oracle, UKG, etc.).
• Experience with learning systems (LMS) and people analytics/reporting tools.
• Advanced Excel proficiency (pivot tables, VLOOKUP/XLOOKUP, modeling).
• Experience with data visualization platforms (Power BI, Tableau) for dashboard and KPI reporting.
• Solid knowledge of U.S. employment laws; Texas-specific experience is a plus.
• Fluency in English required, Spanish as a second language is a plus.

What Powers Your Performance

Success in this role is driven by a strong mix of personal ownership, collaboration, and continuous improvement. We value tea