Human Resources Business Partner

POSITION TITLE: Human Resources Business PartnerLOCATON: Plano, TXCOMPENSATION: $160,000 +Korn Ferry has partnered with our client, a leading provider of retirement and wealth-focused financial strategies that support long-term security and sustainable growth, with commitment to understanding each client’s unique financial goals.

The HC Business Partner (HRBP) serves as a trusted strategic partner to senior business leaders, providing human capital insights and aligning human capital strategies with business objectives. This role provides consultative support to leadership and employees across a designated business unit, driving employee engagement, talent initiatives, organizational effectiveness, change management, and workforce planning.

The HCBP will play a critical role in recruitment strategy, HRIS utilization, employee relations, and the development of scalable processes that support business growth and continuous improvement. The role requires strategic thinking, strong interpersonal and communication skills, and a depth of understanding in Human Resource principles.

The ideal candidate brings at least 10 years of progressive HR experience, including direct support of business unit leadership and deep expertise in organizational design, recruitment, and HRIS systems.

JOB RESPONSIBILITIES

• Strategic HC Partnership Partner with senior leaders and managers within the assigned department to align HC strategies with organizational goals
• Provide guidance on workforce planning, organizational design, talent development, and change management
• Analyze business trends and HR metrics to develop solutions that improve performance, retention, and engagement
• Talent Acquisition & Workforce Planning Lead and support recruitment strategies to attract and retain high-quality talent across the enterprise
• Partner with hiring managers to identify talent gaps and develop strategies for recruitment, retention, talent development, and succession planning
• Manage the full recruitment lifecycle including workforce planning, defining job requirements, sourcing strategies, candidate experience, selection, and onboarding
• Develop and implement initiatives to strengthen talent pipelines and employer branding
• Manage talent acquisition vendors to build strategic relationships and assess performance
• HRIS & Data Management Ensure accurate employee data management, reporting, and compliance
• Leverage HRIS data and analytics to provide insights on talent metrics such as workforce trends, turnover, new hire onboarding, and headcount
• Partner with HC operations and IT to improve HRIS functionality and HC reporting capabilities.
• Employee Relations & Performance Management Provide guidance and coaching on employee relations
• Support performance management programs including goal setting, performance reviews, and corrective action processes
• Ensure consistent application of HR policies and employment practices
• Ensure compliance with federal, state, and local employment laws and company policies.
• Participate in development and communication of HR policies and best pract
• Organizational Development & Engagement Partner with leadership to identify organizational structures to support expanding business
• Support employee engagement initiatives and culture-building programs.
• Assist in leadership development, succession planning, and talent reviews

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred)10+ years of progressive HR experience, including experience supporting a business unit as an HR Business Partner or similar role
• Demonstrated experience managing or supporting full-cycle recruitment
• Hands-on experience working with HRIS platforms (e.g. Rippling, Workday, SAP Success
• Factors, ADP, Oracle HCM, or similar)
• Strong knowledge of HR best practices, employment law, and HR analytics
• Proven ability to build trusted relationships with employees at all levels of an organization and influence decision-making
• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred
• Experience supporting fast-growing or multi-functional organizations preferred
• Experience implementing or optimizing HRIS systems preferred
• Strong data analysis and HR reporting capabilities preferred
• Key Competencies Strategic thinking and business acumen
• Talent acquisition and workforce planning
• HRIS and HR analytics proficiency
• Relationship building and stakeholder management
• Problem solving and conflict resolution
• Effective communication and influence
• High level of attention to detail.