Purpose
The HR Business Partner (HRBP) serves as a trusted advisor and thought partner to business leaders and employees, supporting the organization’s mission through strategic partnership, operational excellence, and a commitment to people-first leadership. This role exists to stabilize and strengthen the employee experience during a period of transformation — ensuring consistency in leadership practices, equitable employee relations, and effective alignment between people strategy and organizational goals. The HRBP will play a pivotal role in fostering leadership maturity, ensuring clarity in expectations, and supporting a culture of accountability, trust, and performance.
Key Responsibilities Strategic Partnership & Alignment Partner with business and functional leaders to understand strategic goals, workforce challenges, and operational needs Serve as an advisor on organizational design, talent deployment, and change management to ensure alignment with business priorities Collaborate with leadership to embed a culture of consistency, inclusion, and continuous improvement Support strategic initiatives related to organizational integration, acquisition transitions, and leadership capability-building
Employee Relations & Workplace Culture Lead employee relations activities with sound judgment, confidentiality, and a balanced approach to risk management and culture care Provide guidance and coaching to leaders on handling performance, conduct, and employee issues in alignment with company policies and values Conduct or oversee investigations as needed, ensuring fairness, documentation integrity, and timely resolution Identify root causes and patterns to proactively address cultural or behavioral issues
Leadership Development & Manager Enablement Partner with leaders to strengthen managerial capability and leadership maturity Coach managers on communication, accountability, and performance management practices that foster trust and stability Support the design and delivery of targeted learning experiences that build skill and confidence in leading through complexity Reinforce consistency in leadership expectations across teams, ensuring alignment with organizational values
Policy, Compliance & Risk Management Interpret and apply employment law, regulations, and internal policies with consistency and sound judgment Partner with legal and compliance teams to mitigate risk and ensure regulatory adherence Regularly review and update policies and procedures to maintain alignment with best practices and evolving legal standards Ensure documentation, reporting, and case management practices are complete and compliant
Talent Management & Organizational Effectiveness Support the performance management cycle — goal setting, reviews, and calibration — to ensure clarity, fairness, and accountability Partner with leaders on succession planning, role clarity, and internal mobility Contribute to organizational diagnostics and improvement planning through analysis of trends, data, and engagement insights Champion diversity, equity, and inclusion as a fundamental part of how talent decisions are made and leadership is developed
Key Competencies Strategic Thinking:
Sees the broader organizational picture and connects people strategy to business outcomes. Emotional Intelligence:
Demonstrates composure, empathy, and presence under pressure. Influence & Partnership:
Builds credibility and alignment across all levels of leadership. Accountability & Integrity:
Acts with professionalism, discretion, and consistency. Change Agility:
Adapts effectively to shifting business priorities and organizational complexity.
Remote Work Expectations Maintain a professional and productive home office environment Ensure reliable internet connectivity and proficiency with virtual collaboration tools (e.g., Teams, Zoom, ATS platforms) Demonstrate strong time management and self-discipline to meet deadlines and KPIs Be available during core business hours and responsive to team communications Travel to Dallas quarterly for team meetings and strategic planning sessions
Experience & Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred 7+ years of progressive HR experience, including at least 3 years in an HR Business Partner or HR leadership role Proven experience in employee relations, organizational development, and leadership coaching Deep understanding of employment law, HR compliance, and risk mitigation strategies Demonstrated success supporting leaders through transformation, growth, or acquisition environments SHRM-SCP or SPHR certification strongly preferred
CortiCare is an EEO Employer.
Key Responsibilities Strategic Partnership & Alignment Partner with business and functional leaders to understand strategic goals, workforce challenges, and operational needs Serve as an advisor on organizational design, talent deployment, and change management to ensure alignment with business priorities Collaborate with leadership to embed a culture of consistency, inclusion, and continuous improvement Support strategic initiatives related to organizational integration, acquisition transitions, and leadership capability-building
Employee Relations & Workplace Culture Lead employee relations activities with sound judgment, confidentiality, and a balanced approach to risk management and culture care Provide guidance and coaching to leaders on handling performance, conduct, and employee issues in alignment with company policies and values Conduct or oversee investigations as needed, ensuring fairness, documentation integrity, and timely resolution Identify root causes and patterns to proactively address cultural or behavioral issues
Leadership Development & Manager Enablement Partner with leaders to strengthen managerial capability and leadership maturity Coach managers on communication, accountability, and performance management practices that foster trust and stability Support the design and delivery of targeted learning experiences that build skill and confidence in leading through complexity Reinforce consistency in leadership expectations across teams, ensuring alignment with organizational values
Policy, Compliance & Risk Management Interpret and apply employment law, regulations, and internal policies with consistency and sound judgment Partner with legal and compliance teams to mitigate risk and ensure regulatory adherence Regularly review and update policies and procedures to maintain alignment with best practices and evolving legal standards Ensure documentation, reporting, and case management practices are complete and compliant
Talent Management & Organizational Effectiveness Support the performance management cycle — goal setting, reviews, and calibration — to ensure clarity, fairness, and accountability Partner with leaders on succession planning, role clarity, and internal mobility Contribute to organizational diagnostics and improvement planning through analysis of trends, data, and engagement insights Champion diversity, equity, and inclusion as a fundamental part of how talent decisions are made and leadership is developed
Key Competencies Strategic Thinking:
Sees the broader organizational picture and connects people strategy to business outcomes. Emotional Intelligence:
Demonstrates composure, empathy, and presence under pressure. Influence & Partnership:
Builds credibility and alignment across all levels of leadership. Accountability & Integrity:
Acts with professionalism, discretion, and consistency. Change Agility:
Adapts effectively to shifting business priorities and organizational complexity.
Remote Work Expectations Maintain a professional and productive home office environment Ensure reliable internet connectivity and proficiency with virtual collaboration tools (e.g., Teams, Zoom, ATS platforms) Demonstrate strong time management and self-discipline to meet deadlines and KPIs Be available during core business hours and responsive to team communications Travel to Dallas quarterly for team meetings and strategic planning sessions
Experience & Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred 7+ years of progressive HR experience, including at least 3 years in an HR Business Partner or HR leadership role Proven experience in employee relations, organizational development, and leadership coaching Deep understanding of employment law, HR compliance, and risk mitigation strategies Demonstrated success supporting leaders through transformation, growth, or acquisition environments SHRM-SCP or SPHR certification strongly preferred
CortiCare is an EEO Employer.