Sr HR Business Partner

H-E-B; San Antonio (TX); On-site; USD 85,000 - 120,000; Full time

Job summary

H-E-B is seeking an experienced HR Business Partner to provide strategic and operational HR support that aligns workforce strategies with business objectives across the enterprise.

The role advises leaders, influences decisions, and leads initiatives in workforce planning, organizational design, succession, and change management while ensuring compliance and effective partner engagement.

Qualifications

• 7+ years of relevant HR experience.
• Experience in shared services or large-scale organizations.
• Strong business acumen and advisory skills.

Responsibilities

• Translates priorities into actionable HR strategies aligned with financial and operational goals.
• Advises leaders and frames strategic trade-offs to influence mid-level management.
• Guides leadership capability development and succession planning with COEs and Talent Leaders.
• Leads workforce planning and organizational design aligned with store attributes and business needs.
• Co-leads complex change initiatives and mitigates risks with COEs to drive adoption of new tools.
• Shapes HR-focused analyses and storytelling to explain trends to leadership for strategic decisions.
• Keeps abreast of regulatory changes and partners with legal and QA to ensure readiness for audits.
• Manages culture and engagement issues across teams to strengthen trust and alignment.

Skills

Workday familiarity

Leadership

Communication

Education

Bachelor's degree in HR

SHRM-CP / SHRM-SCP / SPHR

Tools

Workday

Job description

Job Summary

The HR Business Partner job family provides strategic and operational HR support to align workforce strategies with business objectives. These roles serve as trusted advisors to leaders, driving talent initiatives, organizational effectiveness, and compliance across the enterprise.

Key Responsibilities & Essential Functions

• Challenges assumptions and offers alternative solutions that strengthen business alignment. Translates priorities into actionable HR strategies that support financial and operational goals. Frames strategic trade-offs for decision makers and influences mid-level leadership through compelling communication and trusted relationships.
• Challenges assumptions and offers objective, action oriented feedback to midlevel leadership. Builds trust through situational awareness and prioritization, ensuring decisions reflect both business needs and fairness principles.
• Guides leadership capability development and succession planning for critical roles. Partners with COEs and Talent Leaders to ensure feedback loops improve leadership effectiveness.
• Leads workforce planning initiatives and advises on organizational design. Partners with Talent Leaders to ensure skills matching, tenure mix, and succession planning align with store attributes and business needs. Escalates unresolved leadership performance issues to maintain accountability.
• Co-leads complex change initiatives and mitigates risks. Partners with COEs to influence toolkit adoption and facilitate retrospectives that inform future strategies.
• Shapes HR-focused analyses by identifying critical workforce questions and framing them for leadership impact. Builds storytelling capability to explain the meaning behind numbers and ensure trends are interpreted correctly (e.g., positive or negative shifts are not driven by negative behaviors). Frames insights for leadership in a way that influences strategic decisions.
• Anticipates regulatory changes and develops proactive strategies. Partners with legal and QA to adjust training, update policies, and ensure readiness for audits. Advises leaders on proactive Partner engagement practices, safety programs, and compliance frameworks for divisional operations.
• Manages complex culture and engagement issues. Connects patterns across teams and adapts established practices to strengthen trust and alignment.

The responsibilities and essential functions outlined above describe the general nature and level of work assigned to this position. This is not an exhaustive list of all duties, responsibilities, and skills required. Duties and responsibilities may be modified at any time based on business needs. Employees may be required to perform other job-related tasks as requested by their supervisor, subject to reasonable accommodations.

Qualifications & Key Requirements

Advanced individual contributor in a professional role. Works independently, with limited oversight, however, work is typically approved upon completion. Recognized as a subject matter expert who demonstrates mastery in applying theories, principles, concepts, and methodologies to devise innovative solutions to complex problems. Guides the development of policies, processes, and procedures in area of expertise. Majority of work efforts are spent managing large projects and/or processes.

Coaches, directs, oversees, and/or reviews the work of lower-level professionals.

Networks with contacts outside own area of expertise using knowledge of interrelationships between disciplines. Advises others on complex matters using knowledge and persuasion.

Work Experience

• 7+ years of relevant experience preferred
• Experience in shared services or large-scale, complex organizations

Knowledge/Skills/Abilities

• Familiarity with Workday or case management systems

Education

• Bachelor's degree in human resources, Business, or related field preferred

Licenses/Certifications

• Professional certification (SHRM-CP, SHRM-SCP, or SPHR) preferred

Physical Demands & Working Conditions

• Function in a fast-paced, office environment
• Travel by car or plane with overnight stays
• Work extended hours; sit for extended periods.
• Occasionally lift 20 lbs or more

The work environment characteristics described here are representative of those a Partner encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Last revised: 01/09/2026