Human Resources Business Partner

Moxie Pest Control; Irving (TX); On-site; USD 90,000 - 120,000; Full time

Job summary

Moxie Pest Control is seeking an HR Business Partner to align people operations with business goals and partner with leadership to drive strategic outcomes.

The role requires strong communication, analytical, and change management capabilities, with a focus on staffing, policy implementation, and regulatory compliance across the organization.

Qualifications

• Minimum of 4 years of experience resolving complex employee relations issues.
• Knowledge of compensation, performance management, and labor laws.
• Bachelor’s degree in HR, business admin or related field, or equivalent experience.
• SHRM credential or ability to obtain within one year of employment.

Responsibilities

• Align people operations with business goals and leadership needs.
• Lead strategic workforce planning and succession initiatives.
• Investigate complex employee relations issues with objective coaching.
• Ensure regulatory compliance and partner with legal as needed.
• Educate managers on HR policies and practices across the organization.
• Support talent development, compensation, performance, and OD programs.
• Identify training needs and evaluate HR programs for effectiveness.
• Collaborate with managers to implement HR policies and practices.
• Act as talent consultant for organizational strategy and execution.
• Monitor HR metrics and trends to drive business outcomes.
• Perform other related duties as assigned.

Skills

Verbal communication

Written communication

Interpersonal skills

Organizational skills

Legal knowledge

HR analytics

Education

Bachelor’s degree in HR or related field

SHRM-CP/SHRM-SCP/PHR/SPHR certification

Job description

Human Resources Business Partner #26-1281

Irving , TX

Job Description

The HR Business Partner (HRBP) position is a strategic professional who works directly with company leaders and managers to align people operations with broader business goals. The position is not only a people champion and an administrative expert but also a strategic partner and change agent for the business. Together with the company’s line managers, HRBPs set priorities, drive value, and deliver business results. The HRBP maintains a high level of business literacy about the company’'s financial position, its midrange plans, its culture and its competition.

Core Responsibilities

• Helps the organization become future-ready by focusing on the existing workforce and preparing them for the future. Areas they need to work on include:
• Reskilling and upskilling : Identify training needs and align training programs with business objectives
• Strategic workforce planning: Ensure the company’s workforce has the right size, shape, cost, and agility for the future
• Succession planning : Select and develop key talent to ensure there are talents to fill critical roles.
• Partner with senior leadership and managers to develop and implement effective talent-related policies and practices that will support the strategic growth of the business .
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies aligned with strategic objectives of the business.
• In partnership with business partners, manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Utilizes findings to inform coaching of leaders and employees.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Act as a talent consultant to the business regarding organizational and people-related strategy and execution
• Provide timely information and/or education for all levels of a company, on HR issues, particularly for departments or parts of the company under the purview of the HR business partner
• Provides managers expertise in the areas of feedback, skills development, employee relations, development and coaching, compensation, performance, and organizational development
• Participates in the continual development of HR programs that will help meet business goals. These programs could include recruiting, retention, compensation, benefits, and learning & development.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to help close skills gaps and drive success of organizational strategic objectives..
• Performs other related duties as assigned.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.

Qualifications

• Minimum of 4 years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
• Bachelor’s degree in human resources, business administration or related field, or equivalent experience..
• SHRM-CP, SHRM-SCP, PHR or SPHR credential or ability to obtain certification within one year of employment.