HR Manager — Confidential Employer

FACC Texas; United States; Hybrid; USD 90,000 - 150,000; Full time

Job summary

Confidential in North Texas is seeking an experienced People Business Partner to support leaders and employees across the full employee lifecycle. This role blends strategic HR partnership with hands-on execution to strengthen leadership, employee experience, and organizational effectiveness.

You will work with managers and cross-functional stakeholders to build a high-performing, inclusive workplace, balancing sound judgment with business priorities in a fast-paced environment.

Qualifications

• Bachelor’s degree in HR, business administration, or a related field.
• At least seven years of progressive HR experience, including substantial HR Business Partner or HR Generalist responsibilities.
• Strong experience in talent acquisition and employee relations.
• Proven ability to advise managers and senior leaders in a dynamic environment.
• Solid knowledge of performance management, talent development, compensation practices, and employment law.
• Experience handling confidential and sensitive employee matters with sound judgment.
• Strong proficiency in Excel, HR technology, and digital tools.
• Excellent communication, relationship-building, and stakeholder-management skills.

Responsibilities

• Lead end-to-end recruitment for assigned teams and functions.
• Advise business leaders on people strategies that support operational and commercial priorities.
• Partner with managers on team structure, workforce planning, succession, and organizational development.
• Support performance-management processes, including goal setting, performance reviews, calibration, and development planning.
• Coach managers through onboarding, development, performance improvement, and organizational changes.
• Help ensure compliance with employment laws and internal HR standards.
• Maintain high standards of documentation, confidentiality, and process governance.
• Support engagement initiatives, recognition programs, employee feedback processes, and retention efforts.

Skills

Talent acquisition

Employee relations

Performance management

Compensation practices

Employment law

Stakeholder management

Advising managers

Education

Bachelor’s degree in HR or related field

Tools

Excel

HR technology

Digital tools

Job description

Confidential search. The employer's name is shared with shortlisted candidates only.

Location: North Texas | Hybrid, with regular in-office presence
Department: People & Culture
Reports to: Senior Human Resources Leader

About the Role

We are seeking an experienced, proactive People Business Partner to support leaders and employees across the full employee lifecycle. This person will combine strategic HR partnership with hands‑on execution, helping strengthen leadership capability, employee experience, talent outcomes, and organizational effectiveness.

The ideal candidate is comfortable operating in a fast‑paced, evolving environment and can balance sound judgment, empathy, and business priorities. You will work closely with managers and cross‑functional stakeholders to build a high‑performing, inclusive, and compliant workplace.

Key Responsibilities

Talent Acquisition and Workforce Planning

• Lead end-to-end recruitment for assigned teams and functions.
• Partner with hiring managers to define hiring priorities, candidate profiles, and sourcing strategies.
• Coordinate with external recruiting partners when relevant.
• Ensure a strong, professional candidate experience throughout the recruitment process.
• Support workforce planning and anticipate future talent needs.

Business Partnership and Organizational Effectiveness

• Advise business leaders on people strategies that support operational and commercial priorities.
• Partner with managers on team structure, workforce planning, succession, and organizational development.
• Support organizational change initiatives and help leaders navigate evolving business needs.
• Review people data and trends to identify risks, opportunities, and recommended actions.

Performance, Talent, and Leadership Development

• Support performance-management processes, including goal setting, performance reviews, calibration, and development planning.
• Facilitate talent reviews and succession‑planning discussions.
• Identify high‑potential employees and contribute to retention and development strategies.
• Partner with managers to create meaningful development plans and support career growth.
• Contribute to leadership‑development initiatives and manager capability building.

Manager Coaching and Employee Relations

• Serve as a trusted advisor to managers on employee matters, performance concerns, feedback conversations, and team dynamics.
• Coach managers through key employee lifecycle moments, including onboarding, development, performance improvement, and organizational changes.
• Handle employee‑relations matters fairly, consistently, and confidentially.
• Conduct workplace investigations where needed and recommend appropriate actions.
• Support conflict resolution and promote a respectful, positive workplace culture.

Compensation, Benefits, and HR Operations

• Support annual compensation‑review processes, market benchmarking, and pay‑equity considerations.
• Advise managers on compensation‑related decisions in partnership with HR leadership and Finance.
• Assist with the administration and continuous improvement of compensation programs.
• Lead or support benefits‑renewal activities and relationships with external providers.
• Communicate clearly with employees about compensation and benefits programs.

Compliance, Policies, and Employee Experience

• Help ensure compliance with applicable employment laws and internal HR standards.
• Support the development, implementation, and communication of HR policies.
• Partner with Legal, Finance, and other stakeholders on employment‑related matters.
• Maintain high standards of documentation, confidentiality, and process governance.
• Contribute to HR audits and compliance reviews as needed.
• Support engagement initiatives, recognition programs, employee feedback processes, and retention efforts.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• At least seven years of progressive HR experience, including substantial HR Business Partner or HR Generalist responsibilities.
• Strong experience in talent acquisition and employee relations.
• Proven ability to advise managers and senior leaders in a dynamic environment.
• Solid knowledge of performance management, talent development, compensation practices, and employment law.
• Experience handling confidential and sensitive employee matters with sound judgment.
• Strong proficiency in Excel, HR technology, and digital tools.
• Excellent communication, relationship-building, and stakeholder‑management skills.

Preferred

• Experience in a high‑growth, technology‑enabled, or international organization.
• Experience supporting employees or leaders across multiple locations or countries.
• Professional HR certification such as SHRM‑CP, SHRM‑SCP, PHR, SPHR, CIPD, or equivalent.

Core Competencies

• Business Acumen
• Strategic Thinking
• Relationship Building
• Coaching and Influencing
• Emotional Intelligence
• Problem Solving
• Conflict Resolution
• Change Management
• Project Management
• Data‑Informed Decision Making
• Integrity and Confidentiality

What Success Looks Like

• Managers view you as a credible, practical, and trusted HR partner.
• Hiring, retention, and employee‑experience outcomes improve over time.
• People practices are consistent, fair, and aligned with business needs.
• Performance and talent‑management processes are completed effectively.
• Leaders are better equipped to manage and develop their teams.
• HR policies and employment practices remain compliant and well documented.