Human Resources Business Partner

Hunter+Sage; Houston (TX); On-site; USD 70,000 - 90,000; Full time

Job summary

A reputable advisory firm in Texas is seeking a dedicated People Operations Advisor to guide leaders and teams in fostering a compliant and engaging workplace. The ideal candidate should possess over three years of experience in people operations, strong communication skills, and a proactive approach to resolving workplace challenges. Responsibilities include advising on performance-related issues, supporting employee engagement initiatives, and analyzing workforce metrics to enhance organizational performance. This is an excellent opportunity to contribute to a dynamic team focused on employee success and organizational development.

Qualifications

• 3+ years of experience in people operations or employee-focused roles.
• At least 2 years working with leadership teams.
• Exposure to compensation, learning, change, or employee relations is beneficial.

Responsibilities

• Advise on workplace matters like conduct and performance.
• Support engagement initiatives and feedback efforts.
• Analyze workforce metrics to identify improvement opportunities.

Skills

Organizational skills

Critical thinking

Professional communication

Collaboration

Problem-solving

Relationship building

Education

Bachelor's degree in a related field or equivalent

Tools

Microsoft Word

Microsoft Excel

Microsoft PowerPoint

Microsoft Outlook

HR platforms (Workday preferred)

Job description

This position serves as a trusted advisor to leaders and team members, helping ensure people-related practices support day-to-day operations and long-term business goals. The role works closely with management and internal partners to address workforce needs, guide decision-making, and support a positive and compliant workplace environment. The individual brings sound judgment, strong communication, and a practical approach to solving people-related challenges.

Key Accountabilities

• Advise leaders and employees on workplace matters such as expectations, conduct, performance concerns, workplace investigations, and employment transitions.
• Partner with management to support engagement initiatives and organizational feedback efforts.
• Monitor recurring employee questions or concerns, identify patterns, and recommend practical solutions.
• Contribute to talent discussions by offering insight on employee development, growth opportunities, and readiness for expanded responsibilities.
• Assist with efforts related to hiring support, internal movement, retention strategies, and employee connection.
• Review workforce metrics and trends (e.g., retention, movement, engagement) to help identify opportunities for improvement.
• Participate in people-related initiatives and cross-functional projects as needed.

Skills & Capabilities

• Highly organized with the ability to balance multiple priorities and shifting demands.
• Comfortable making decisions, managing ambiguity, and resolving issues efficiently.
• Independent, proactive, and solution-oriented with strong critical‑thinking skills.
• Clear and professional communicator, both written and verbal, with strong attention to detail.
• Collaborative by nature; builds trust and credibility across teams.
• Skilled at guiding and influencing others through coaching and feedback.
• Exercises discretion and handles sensitive matters with professionalism and integrity.
• Service‑minded with the ability to quickly understand business needs and challenges.
• Adaptable and able to pivot as priorities evolve.
• Brings creativity and initiative to problem‑solving.

Experience

• 3+ years of progressive experience supporting people operations or employee‑focused functions, including at least 2 years working directly with leaders.
• Exposure to areas such as compensation support, learning and development, organizational change, or employee relations is beneficial.

Education

• Bachelor’s degree in a related field or an equivalent combination of education and practical experience.

Knowledge & Tools

• Knowledge of employment law and government regulations including EEOC, OSHA, FLSA.
• Professional HR certification is a plus but not required.
• Strong working knowledge of common productivity tools (Word, Excel, PowerPoint, Outlook) and comfort navigating or learning HR platforms; experience with Workday is a plus.

Key Relationships

• Internal people team partners
• Leaders and managers across various levels of the organization