HR Business Partner

Allia Health Group; Houston (TX); On-site; USD 90,000 - 130,000; Full time

Benefits offered by this job

Medical, vision, dental benefits

401(k) with company match

PTO and holidays

Job summary

Allia Health is seeking an on-site HR Business Partner who will guide leaders through performance, change, and accountability with empathy and rigor. You will drive people strategies, coach executives, and partner with enterprise initiatives to strengthen trust, engagement, and retention.

In this role you will analyze trends, advise on employee relations, and lead risk-mitigating programs, ensuring legal compliance and value-driven leadership across the organization.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field; 7+ years HR experience preferred.
• Experience advising leaders at multiple levels with a strategic, pattern-based mindset.
• SHRM-CP/SHRM-SCP/PHR/SPHR certification strongly preferred.

Responsibilities

• Serve as the primary HR Business Partner to assigned leaders and departments.
• Provide proactive guidance on people strategy, team health, and leadership effectiveness.
• Influence leadership decisions by balancing empathy, accountability, business needs, and risk.

Skills

HRBP

Employee relations

Coaching leaders

Data-driven

ADP WF Now

Education

Bachelor’s degree in HR or related

Tools

ADP Workforce Now

Job description

Company Overview

At Allia Health Group, the umbrella organization for Southend Pharmacy, Brello Health, and Woven, we don’t just follow industry trends—we redefine them. Our mission is to commoditize anti-aging solutions, making them affordable and accessible to the average consumer—not just the wealthy. By offering customized and cost-effective wellness products that follow cost-containment models, we aim to improve people’s quality of life and meet them wherever they are on their health journey.

Company Overview

At Allia Health Group, the umbrella organization for Southend Pharmacy, Brello Health, and Woven, we don’t just follow industry trends—we redefine them. Our mission is to commoditize anti-aging solutions, making them affordable and accessible to the average consumer—not just the wealthy. By offering customized and cost-effective wellness products that follow cost-containment models, we aim to improve people’s quality of life and meet them wherever they are on their health journey.

Who Thrives In This Role

We are seeking an onsite trusted advisor to leaders who brings clarity to complex people challenges, courage to difficult conversations, and accountability to moments that shape culture.

• A strategic HR Business Partner who anticipates issues, identifies patterns, and partners with leaders to address root causes—not just symptoms
• A confident influencer and coach who challenges thoughtfully and guides leaders through performance, change, and accountability with empathy and rigor
• A collaborative partner on high-impact People Operations initiatives, including total rewards, compensation, performance programs, and enterprise people strategies—helping shift the organization toward intentional, values-driven people leadership that strengthens trust, engagement, and retention

Your Impact

As an HR Business Partner, your impact will extend beyond individual cases to the health of teams, leaders, and the organization as a whole.

You will shape how leaders show up for their people—coaching them through employee relations, performance challenges, and difficult transitions.

Your work will help the organization move from reactive problem-solving to intentional, values-driven people leadership, strengthening trust, engagement, and long-term retention.

What You'll Lead

Strategic HR Partnership

• Serve as the primary HR Business Partner to assigned leaders and departments
• Act as a trusted advisor, providing proactive guidance on people strategy, team health, and leadership effectiveness
• Influence leadership decisions by balancing empathy, accountability, business needs, and risk
• Challenge leaders when necessary, grounded in values, data, and sound judgment

Employee Relations & Risk Management

• Lead and oversee complex employee relations matters with a focus on root causes, consistency, and long-term cultural impact
• Identify patterns and systemic issues across teams rather than treating concerns as isolated incidents
• Ensure employee relations practices align with employment law, company values, and best practices
• Partner with People Operations leadership on risk mitigation strategies

Terminations & Sensitive Employment Decisions

• Advise leaders on termination readiness, alternatives, and risk assessment
• Guide leaders through termination decisions and execution with clarity, dignity, and compliance
• Ensure appropriate documentation and alignment with company policies and legal requirements
• Use data to inform strategic recommendations, workforce insights, and leadership decisions

Employee Voice & Feedback Integration

• Lead exit interview strategy and execution across the organization
• Facilitate stay interviews to proactively assess engagement and retention risks
• Analyze trends from exit interviews, stay interviews, and employee feedback and translate into clear insights and recommendations for leaders

Company-Wide People Initiatives

• Partner with the Chief People Officer & Manager of People Operations to shape and execute enterprise-wide People initiatives
• Own or co-lead initiatives as assigned, ensuring strong execution and follow-through

Engagement & Survey Action Planning

• Partner with leaders to interpret engagement survey results
• Identify themes, strengths, and opportunity areas across teams
• Support leaders in developing and executing meaningful action plans
• Reinforce accountability by ensuring feedback loops are closed with employees

Leader Coaching & Capability Building

• Coach leaders on navigating difficult conversations, performance management, and employee accountability
• Model courageous, respectful, and values-driven communication
• Build leader confidence and capability to address people issues early and effectively

Superpowers We Value

• HRBP-level employee relations expertise: Extensive experience managing and advising on complex employee relations issues with a strategic, pattern-based mindset rather than a transactional approach
• Professional foundation: Bachelor’s degree in Human Resources, Business Administration, or related field, and/or equivalent experience; 7+ years progressive HR experience preferred
• Leadership advisory capability: Proven ability to influence, coach, and challenge leaders at multiple levels while maintaining trust and credibility
• Data-informed strategic thinking: Experience translating engagement data and qualitative feedback into insights, recommendations, and measurable action plans
• Advanced HR systems fluency: Strong working knowledge of ADP Workforce Now (WFN), including reporting and trend analysis to support strategic decision‑making
• Emotional intelligence and integrity: Ability to remain grounded, fair, and values-driven in emotionally charged or high‑risk situations
• HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) strongly preferred

What We Offer

• Full benefits package including medical, vision, dental, 401(k) with company match, PTO, Flex days, holidays, and more!

Allia Health does not provide employment visa sponsorship now or in the future. Applicants must be legally authorized to work in the United States without the need for current or future sponsorship.

Equal Opportunity Employer Statement

Allia Health is proud to be an Equal Opportunity Employer where we are committed to fostering a diverse and inclusive workplace. We are committed to cultivating a culture where all team members feel valued & respected. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, sexual orientation, national origin, genetic information, disability, age, veteran status, or any other characteristics protected by applicable law.