Human Resources Business Partner

TridentCare; Carrollton (TX); Hybrid; USD 70,000 - 100,000; Full time

Job summary

TridentCare seeks an experienced HR partner to align talent strategies with organizational goals and drive workforce planning across multiple sites. You will advise leaders on engagement, organizational effectiveness, and development, while guiding employee relations, investigations, and performance management.

Ideal candidates have 2–4 years of progressive HR experience, a multi-state background (including CA), and strong HRIS/Office skills.

Qualifications

• Bachelor’s degree in HR, Business, Organizational Development, or related field or equivalent experience.
• Minimum of 2–4 years of progressive HR experience.
• Multi-state employment experience, including California.
• Strong understanding of employee relations, talent management, and employment law.
• Experience partnering with leaders in multi-site or fast-paced environments.
• Proficiency with HRIS/payroll systems and Microsoft Office.

Responsibilities

• Partner with business leadership to align talent strategies with organizational goals.
• Advise leaders on employee engagement, organizational effectiveness, and workforce planning.
• Provide guidance on employee relations, investigations, coaching, and performance management.
• Support succession planning, leadership development, and talent reviews.
• Facilitate performance management cycles and development planning.
• Collaborate with leaders on staffing needs, recruitment strategies, and candidate selection.

Skills

Strategic HR Partnership

Relationship Building

Change Management

Data-driven Decision Making

Education

Bachelor’s degree in HR / related field

Tools

HRIS/Payroll Systems

Microsoft Office Suite

Job description

• Partner with business leadership to align talent strategies and workforce initiatives with organizational goals and operational priorities.
• Serve as a strategic advisor to leaders on employee engagement, organizational effectiveness, workforce planning, and talent development.
• Provide guidance and support on employee relations matters, investigations, conflict resolution, coaching, and performance management.
• Support succession planning, leadership development, and talent review processes to strengthen organizational capability and bench strength.
• Facilitate the annual performance management cycle and partner with leaders on employee development planning.
• Collaborate with leaders to assess staffing needs, support recruitment strategies, and participate in candidate selection activities.
• Support organizational change initiatives by helping leaders communicate effectively, manage transitions, and drive employee adoption.
• Interpret and apply HR policies, employment practices, and regulatory requirements consistently across the organization.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Serve as a resource to employees regarding HR programs, policies, benefits, leave administration, and workplace concerns.
• Maintain employee records and process personnel actions within HRIS/payroll systems, including onboarding, employee changes, and terminations.
• Analyze HR trends and workforce data to support informed decision-making and business planning.
• Partner with HR leadership to implement enterprise-wide HR initiatives and continuous improvement efforts.
• Promote a positive, collaborative, and high-performance culture aligned with company values.

Key Responsibilities

• Partner with business leadership to align talent strategies and workforce initiatives with organizational goals and operational priorities.
• Serve as a strategic advisor to leaders on employee engagement, organizational effectiveness, workforce planning, and talent development.
• Provide guidance and support on employee relations matters, investigations, conflict resolution, coaching, and performance management.
• Support succession planning, leadership development, and talent review processes to strengthen organizational capability and bench strength.
• Facilitate the annual performance management cycle and partner with leaders on employee development planning.
• Collaborate with leaders to assess staffing needs, support recruitment strategies, and participate in candidate selection activities.
• Support organizational change initiatives by helping leaders communicate effectively, manage transitions, and drive employee adoption.
• Interpret and apply HR policies, employment practices, and regulatory requirements consistently across the organization.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Serve as a resource to employees regarding HR programs, policies, benefits, leave administration, and workplace concerns.
• Maintain employee records and process personnel actions within HRIS/payroll systems, including onboarding, employee changes, and terminations.
• Analyze HR trends and workforce data to support informed decision-making and business planning.
• Partner with HR leadership to implement enterprise-wide HR initiatives and continuous improvement efforts.
• Promote a positive, collaborative, and high-performance culture aligned with company values.

Core Competencies

• Strategic HR Partnership – Aligns people strategies with business objectives and operational priorities.
• Relationship Building & Influence – Builds trust and credibility with employees and leadership at all levels.
• Business & Financial Acumen – Understands organizational operations, workforce impacts, and business drivers.
• Employee Relations & Coaching – Effectively manages sensitive employee matters and provides leadership coaching.
• Organizational Development – Supports talent planning, succession management, and leadership development initiatives.
• Change Management – Helps leaders navigate organizational change and drive employee engagement.
• Problem Solving & Decision Making – Uses sound judgment, data, and critical thinking to address complex situations.
• Communication & Collaboration – Communicates clearly and works effectively across departments and teams.
• Data & HR Systems Literacy – Uses HR metrics and systems to support analysis, reporting, and decision-making.
• Integrity & Confidentiality – Demonstrates professionalism and discretion in handling sensitive information.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business, Organizational Development, or related field or related relevant experience.
• Minimum of 2-4 years of progressive Human Resources experience.
• Multi-state employment experience. Must have California employment experience.
• Strong understanding of employee relations, talent management, organizational development, and employment law.
• Experience partnering with leaders in a multi-site or fast-paced environment.
• Proficiency with HRIS/payroll systems and Microsoft Office Suite.
• Strong communication, interpersonal, analytical, and problem-solving skills.
• Ability to manage multiple priorities independently and effectively.
• Ability to maintain confidentiality and exercise sound judgment.

Preferred

• Healthcare industry experience preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience supporting organizational change and strategic workforce initiatives.

Physical Requirements & Work Environment

The physical demands and work environment characteristics described here are representative of those required to successfully perform the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.

This position primarily operates in a hybrid work environment, requiring a combination of remote and in-office work, and may require occasional travel and flexibility outside standard business hours as needed.