Lead HR Business Partner (HRBP)
ImmigrationJobs, Richardson, TX, United States
In addition to competitive pay, a discretionary annual bonus, and a supportive, team oriented culture, we offer an outstanding benefits package that includes medical, dental, vision, disability, and life insurance, sick time, unlimited vacation, and 401(k) with company match.
OVERVIEW The Lead HR Business Partner (HRBP) serves as a strategic advisor and thought partner to senior leaders, driving alignment between business objectives and people strategies. This role leads enterprise-wide HR initiatives, fosters organizational effectiveness, and ensures consistent, high-quality HR delivery. The Lead HRBP champions a strong, inclusive workplace culture, mentors HR team members, and manages complex employee relations with discretion and expertise.
KEY RESPONSIBILITIES Strategic HR Partnership
Serve as a trusted advisor to senior leaders, translating business strategy into actionable people plans.
Lead workforce planning, organizational design, and talent strategy to support growth and transformation.
Drive leadership development, succession planning, and capability building across the organization.
Use data-driven insights to inform decision-making and measure HR impact.
Provide strategic guidance on change management, employee engagement, and organizational effectiveness.
Employee Relations & Risk Management
Lead resolution of high-risk and sensitive employee relations matters with professionalism and confidentiality.
Ensure compliance with employment laws and internal policies.
Partner with Legal and Compliance teams to mitigate risk and uphold ethical standards.
Culture & Change Initiatives
Champion firm-wide culture, inclusion, and engagement efforts.
Lead adoption of strategic HR programs and manage change initiatives that support business transformation.
Promote company values and foster a positive employee experience.
Program & Project Management
Lead cross-functional HR projects and enterprise initiatives from design to execution.
Continuously improve HR policies, processes, and systems to enhance efficiency and employee outcomes.
COE Partnership
Collaborate with HR Centers of Excellence (COEs) to ensure seamless delivery of programs.
Partner with compensation teams to ensure equitable and competitive pay practices
Advise leaders on compensation strategy, pay decisions, and market benchmarking
Support annual compensation planning and incentive program alignment
Collaborate with benefits to ensure programs meet employee needs and business goals
Partner with HR operations and systems teams to ensure efficient processes and data integrity
Collaborate with Talent Acquisition to align hiring strategies with workforce planning
Support recruitment efforts for senior and strategic roles
QUALIFICATIONS
Bachelor’s degree in HR, business, or related field. Master’s degree or advanced HR certification (SPHR or SHRM-SCP) preferred.
8-10 yrs or progressive HR experience, including significant HRBP responsibility.
Demonstrated experience influencing senior leadership and managing complex organizational or ER issues
Deep understanding of employment law, HR policy design, and business acumen
Proven success managing multiple HR priorities with strategic and operational balance.
Core Competencies
Strategic Thinking: Ability to align HR strategy with business goals and anticipate future needs.
Influence & Communication: Strong executive presence and ability to build trust with senior stakeholders.
Analytical Acumen: Comfort with data and metrics to drive decisions and measure success.
Collaboration: Skilled at working across functions and partnering with COEs.
Agility: Comfortable navigating ambiguity and leading through change.
WORKING CONDITIONS
Able to sit and work at a computer keyboard for extended periods of time.
Able to stoop, kneel, bend at the waist and reach on a daily basis.
Able to perform general office administrative activities: copying, filing, delivering and using the telephone.
Able to lift and move up to 25 pounds occasionally.
Regular and on-time attendance.
Must be able to prioritized, schedule and complete testing required for multiple applications with overlapping schedules.
A certain degree of creativity and flexibility is required.
Hours may exceed 40 hours per week.
Occasional travel by conventional means including aircraft, motor vehicle and the like within the region and to other locations as required.
Note: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skill, and/or ability required and are not intended to be an exhaustive list of all duties, responsibilities or qualifications associated with this job.
Berry Appleman & Leiden is an
Equal Opportunity Employer . It is the policy of BAL to ensure an equal employment opportunity without discrimination or harassment on the basis of race, color, national origin, religion, gender, gender identity or expression, age, disability, alienage or citizenship status, marital status, creed, genetic predisposition or carrier status, sexual orientation or any other characteristic protected by law. BAL prohibits and will not tolerate any such discrimination or harassment.
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OVERVIEW The Lead HR Business Partner (HRBP) serves as a strategic advisor and thought partner to senior leaders, driving alignment between business objectives and people strategies. This role leads enterprise-wide HR initiatives, fosters organizational effectiveness, and ensures consistent, high-quality HR delivery. The Lead HRBP champions a strong, inclusive workplace culture, mentors HR team members, and manages complex employee relations with discretion and expertise.
KEY RESPONSIBILITIES Strategic HR Partnership
Serve as a trusted advisor to senior leaders, translating business strategy into actionable people plans.
Lead workforce planning, organizational design, and talent strategy to support growth and transformation.
Drive leadership development, succession planning, and capability building across the organization.
Use data-driven insights to inform decision-making and measure HR impact.
Provide strategic guidance on change management, employee engagement, and organizational effectiveness.
Employee Relations & Risk Management
Lead resolution of high-risk and sensitive employee relations matters with professionalism and confidentiality.
Ensure compliance with employment laws and internal policies.
Partner with Legal and Compliance teams to mitigate risk and uphold ethical standards.
Culture & Change Initiatives
Champion firm-wide culture, inclusion, and engagement efforts.
Lead adoption of strategic HR programs and manage change initiatives that support business transformation.
Promote company values and foster a positive employee experience.
Program & Project Management
Lead cross-functional HR projects and enterprise initiatives from design to execution.
Continuously improve HR policies, processes, and systems to enhance efficiency and employee outcomes.
COE Partnership
Collaborate with HR Centers of Excellence (COEs) to ensure seamless delivery of programs.
Partner with compensation teams to ensure equitable and competitive pay practices
Advise leaders on compensation strategy, pay decisions, and market benchmarking
Support annual compensation planning and incentive program alignment
Collaborate with benefits to ensure programs meet employee needs and business goals
Partner with HR operations and systems teams to ensure efficient processes and data integrity
Collaborate with Talent Acquisition to align hiring strategies with workforce planning
Support recruitment efforts for senior and strategic roles
QUALIFICATIONS
Bachelor’s degree in HR, business, or related field. Master’s degree or advanced HR certification (SPHR or SHRM-SCP) preferred.
8-10 yrs or progressive HR experience, including significant HRBP responsibility.
Demonstrated experience influencing senior leadership and managing complex organizational or ER issues
Deep understanding of employment law, HR policy design, and business acumen
Proven success managing multiple HR priorities with strategic and operational balance.
Core Competencies
Strategic Thinking: Ability to align HR strategy with business goals and anticipate future needs.
Influence & Communication: Strong executive presence and ability to build trust with senior stakeholders.
Analytical Acumen: Comfort with data and metrics to drive decisions and measure success.
Collaboration: Skilled at working across functions and partnering with COEs.
Agility: Comfortable navigating ambiguity and leading through change.
WORKING CONDITIONS
Able to sit and work at a computer keyboard for extended periods of time.
Able to stoop, kneel, bend at the waist and reach on a daily basis.
Able to perform general office administrative activities: copying, filing, delivering and using the telephone.
Able to lift and move up to 25 pounds occasionally.
Regular and on-time attendance.
Must be able to prioritized, schedule and complete testing required for multiple applications with overlapping schedules.
A certain degree of creativity and flexibility is required.
Hours may exceed 40 hours per week.
Occasional travel by conventional means including aircraft, motor vehicle and the like within the region and to other locations as required.
Note: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skill, and/or ability required and are not intended to be an exhaustive list of all duties, responsibilities or qualifications associated with this job.
Berry Appleman & Leiden is an
Equal Opportunity Employer . It is the policy of BAL to ensure an equal employment opportunity without discrimination or harassment on the basis of race, color, national origin, religion, gender, gender identity or expression, age, disability, alienage or citizenship status, marital status, creed, genetic predisposition or carrier status, sexual orientation or any other characteristic protected by law. BAL prohibits and will not tolerate any such discrimination or harassment.
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