Senior HR Business Partner

S.E. Combined Services of Florida; Houston (TX); On-site; USD 110,000 - 165,000; Full time

Job summary

S.E. Combined Services of Florida, based at the Houston Corporate office, seeks a Senior HR Business Partner (Sr. HRBP) to provide comprehensive HR partnership to leaders and associates within the Houston area, including New Orleans.

The role involves managing complex employee relations, coaching leaders, and supporting business decisions with HR expertise and workforce insights. The Sr. HRBP promotes a positive culture, engagement, wellbeing, and a respectful work environment, analyzing

Qualifications

• Independent management of complex employee relations matters.
• Coaching and guidance to people leaders on performance and employment decisions.
• Partnership with leaders to support workforce planning and organizational effectiveness.

Responsibilities

• Independently manage complex employee relations matters, advising leaders on employment practices and escalating as needed.
• Provide timely guidance to Corporate leaders on performance, conduct, and employment decisions, ensuring consistency with policies.
• Advise on employment practices compliant with federal, state, and local laws and company policies.
• Identify patterns in employee relations concerns and recommend preventive actions such as coaching and training.

Job description

Our associates celebrate lives. We celebrate our associates.

The Senior HR Business Partner (Sr. HRBP) is based at the Houston Corporate office and provides comprehensive HR partnership to leaders and associates within the assigned Area of Responsibility (AOR), including the Houston and New Orleans Corporate offices. The role independently manages complex employee relations matters, provides proactive coaching and guidance to people leaders, and supports business decisions through practical HR expertise and workforce insights.

The Sr. HRBP plays a key role in promoting a positive Corporate culture, associate engagement, wellbeing, and a respectful work environment. The position analyzes engagement survey results, onboarding and exit feedback, and workforce trends to identify meaningful patterns, develop and present actionable recommendations to leadership, and partner with stakeholders to implement improvements.

The role partners with Corporate leaders, HR leadership, and Centers of Excellence (COEs) to support workforce planning, organizational effectiveness, and the consistent application of established HR practices.

Job Responsibilities

1. Employee Relations and Compliance

Responsible for independently managing complex employee relations matters, advising leaders on appropriate employment practices, proactively identifying workplace risks, and promoting consistent application of Company policies and applicable employment laws.

Key Responsibilities

• Independently manage complex and sensitive employee relations matters, including conducting objective investigations, providing recommendations, and partnering with HR leadership and Legal as appropriate to mitigate risk and ensure consistent application of Company policies.
• Provide timely, constructive guidance to Corporate leaders on sensitive performance, conduct, conflict, and employment decisions, helping leaders address concerns effectively and consistently.
• Advise Corporate leaders on employment practices consistent with applicable federal, state, and local laws and Company policies, exercising sound judgment and appropriately escalating matters involving significant risk or complexity.
• Identify and analyze patterns in employee relations concerns and recommend preventive actions, including leader coaching, training, and consistent accountability.

2. HR Business Partnership and Workforce Planning

Responsible for proactively partnering with assigned Corporate leaders to assess organizational and workforce needs, advise on people-related decisions, and recommend practical solutions that support departmental priorities and organizational effectiveness.

Key Responsibilities

• Build trusted relationships with Corporate leaders, develop an understanding of departmental objectives and workforce challenges, and provide proactive HR guidance and recommendations aligned with business needs.
• Partner with Corporate leaders to evaluate organizational structures, including departmental reorganizations, reporting relationships, and role clarity. Assess the people‑related implications of organizational decisions and recommend opportunities to strengthen accountability, improve alignment of responsibilities, and enhance organizational effectiveness.
• Assess current and anticipated workforce needs, staffing levels, and workload distribution in partnership with Corporate leaders to identify opportunities for improved resource alignment and support changing business priorities.
• Provide guidance on recruiting, staffing, compensation, talent development, and retention matters in partnership with appropriate HR Centers of Excellence (COEs), ensuring recommendations consider both business needs and established Company practices.
• Lead assigned HR projects and initiatives that support business priorities, coordinating with Corporate leaders and HR partners to implement improvements and achieve project objectives.

3. Leadership Coaching, Training and Development Support

Responsible for proactively coaching Corporate people leaders, strengthening leadership effectiveness, identifying developmental opportunities, and facilitive or coordinating training while supporting the application of established Company talent processes.

Key Responsibilities

• Provide proactive coaching and guidance to Corporate people leaders on performance management, difficult conversations, conflict resolution, communication, accountability, and team effectiveness, helping leaders address concerns early, establish clear expectations, and strengthen leadership practices.
• Identify leadership skill gaps through discussions, workforce feedback, and observed trends; partner with appropriate HR Centers of Excellence to coordinate targeted training and development resources.
• Facilitate or coordinate training sessions, workshops, and leader discussions using established Company programs and resources, including people-management practices, HR policies, and leadership expectations.
• Supp