Senior HR Business Partner

Our associates celebrate lives. We celebrate our associates. The Senior HR Business Partner (Sr. HRBP) is based at the Houston Corporate office and provides comprehensive HR partnership to leaders and associates within the assigned Area of Responsibility (AOR), including the Houston and New Orleans Corporate offices. The role independently manages complex employee relations matters, provides proactive coaching and guidance to people leaders, and supports business decisions through practical HR expertise and workforce insights. The Sr. HRBP plays a key role in promoting a positive Corporate culture, associate engagement, wellbeing, and a respectful work environment. The position analyzes engagement survey results, onboarding and exit feedback, and workforce trends to identify meaningful patterns, develop and present actionable recommendations to leadership, and partner with stakeholders to implement improvements. The role partners with Corporate leaders, HR leadership, and Centers of Excellence (COEs) to support workforce planning, organizational effectiveness, and the consistent application of established HR practices. Job Responsibilities 1. Employee Relations and Compliance Responsible for independently managing complex employee relations matters, advising leaders on appropriate employment practices, proactively identifying workplace risks, and promoting consistent application of Company policies and applicable employment laws. Key Responsibilities ·   Independently manage complex and sensitive employee relations matters, including conducting objective investigations, providing recommendations, and partnering with HR leadership and Legal as appropriate to mitigate risk and ensure consistent application of Company policies. ·   Provide timely, constructive guidance to Corporate leaders on sensitive performance, conduct, conflict, and employment decisions, helping leaders address concerns effectively and consistently. ·   Advise Corporate leaders on employment practices consistent with applicable federal, state, and local laws and Company policies, exercising sound judgment and appropriately escalating matters involving significant risk or complexity. ·   Identify and analyze patterns in employee relations concerns and recommend preventive actions, including leader coaching, training, and consistent accountability. 2. HR Business Partnership and Workforce Planning Responsible for proactively partnering with assigned Corporate leaders to assess organizational and workforce needs, advise on people-related decisions, and recommend practical solutions that support departmental priorities and organizational effectiveness. Key Responsibilities ·   Build trusted relationships with Corporate leaders, develop an understanding of departmental objectives and workforce challenges, and provide proactive HR guidance and recommendations aligned with business needs. ·   Partner with Corporate leaders to evaluate organizational structures, including departmental reorganizations, reporting relationships, and role clarity. Assess the people-related implications of organizational decisions and recommend opportunities to strengthen accountability, improve alignment of responsibilities, and enhance organizational effectiveness. ·   Assess current and anticipated workforce needs, staffing levels, and workload distribution in partnership with Corporate leaders to identify opportunities for improved resource alignment and support changing business priorities. ·   Provide guidance on recruiting, staffing, compensation, talent development, and retention matters in partnership with appropriate HR Centers of Excellence (COEs), ensuring recommendations consider both business needs and established Company practices. ·   Lead assigned HR projects and initiatives that support business priorities, coordinating with Corporate leaders and HR partners to implement improvements and achieve project objectives. 3. Leadership Coaching, Training and Development Support Responsible for proactively coaching Corporate people leaders, strengthening leadership effectiveness, identifying developmental opportunities, and facilitating or coordinating training while supporting the application of established Company talent processes. Key Responsibilities ·   Provide proactive coaching and guidance to Corporate people leaders on performance management, difficult conversations, conflict resolution, communication, accountability, and team effectiveness, helping leaders address concerns early, establish clear expectations, and strengthen leadership practices. ·   Identify leadership skill gaps through discussions, workforce feedback, and observed trends; partner with appropriate HR Centers of Excellence to coordinate targeted training and development resources. ·   Facilitate or coordinate training sessions, workshops, and leader discussions using established Company programs and resources, including people-management practices, HR policies, and leadership expectations. ·   Support leaders in applying established performance management, talent review, and succession planning processes by sharing workforce insights, discussing readiness and development needs, and encouraging follow-through on agreed actions. ·   Reinforce Company Success Behaviors and leadership expectations through ongoing coaching and development activities; identify and share effective leadership practices with HR colleagues as appropriate. 4. Corporate Culture, Associate Engagement and Wellbeing Responsible for partnering with leaders to foster a positive Corporate culture and an associate experience grounded in respect, inclusion, engagement, and wellbeing. Key Responsibilities ·   Partner with Corporate leaders to promote a positive workplace culture by strengthening trust, communication, inclusion, accountability, and alignment with Company values. ·   Coach people leaders on everyday practices that influence associate engageme