Senior HR Business Partner

Position Summary-

The Senior HR Business Partner (Sr. HRBP) is a strategic advisor and proactive business partner who supports assigned teams, partnering directly with market/department leadership and management to build a high performing, engaged organization. This role plays a critical part in driving organizational effectiveness, workforce capability, talent strategy, and a high‑performance culture in a dynamic, growth‑oriented environment.
The Sr. HRBP anticipates business needs, identifies organizational and talent opportunities, and translates strategic goals into actionable HR, culture, and capability initiatives, while facilitating positive and proactive working relationships with all clinical, operations, and business development/sales partners in support of our overall goals and mission/vision/values

This position will be remote within the Greater Dallas market with travel up to 20% to Houston

Salary range is 100-110K per year

Key Responsibilities-

Strategic Business Partnership:
• Serve as a trusted advisor to our Texas Market, in support of respective department leadership and our field employees in providing strategic guidance on organizational design, workforce planning, talent optimization, and market scaling.
• Collaborate with assigned departmental, business development, and market leaders to prioritize organizational effectiveness needs and develop strategies, plans, and interventions that strengthen capabilities, culture, and engagement to achieve department, market, and enterprise goals.
• Use workforce analytics, productivity metrics, sales performance insights, and turnover data to anticipate needs and inform forward looking recommendations.
Organizational Development & Culture:
• Lead organizational effectiveness interventions that enhance team performance and satisfaction, sales leadership capabilities, and cross-functional alignment. Drive engagement strategies tailored to field based teams, including retention of high-performing talent.
• Guide leaders and teams through organizational transitions, market expansions, and structural changes with clarity and alignment. Provide change management coaching to leaders to support employee engagement and adoption.

Talent Strategy & Leadership Effectiveness:• Identify capability gaps in market teams; partner with leadership to develop and execute plans to build leader and team capability.
• Coach market leaders on leadership effectiveness, performance management, and employee development.
• Advise on talent acquisition needs, success profiles, and competencies tailored to field-based clinical, operations, and sales roles.
Employee Relations & Risk Management:
• Lead complex employee relations matters, ensuring balanced solutions that support business continuity and legal compliance.
• Educate and enable managers on effective performance management, accountability, and field leadership practices.
• Oversee disciplinary matters in respective client group(s) to include disputes and investigations, performance management, productivity, and policy and culture alignment.
Total Rewards & HR Programs:
• Partner on compensation design, recommending structure improvements, market competitiveness, clarity of variable plan elements, and alignment to performance outcomes.
• Provide strategic input related to compensation programs, including commission structures, recognition, performance, and market competitiveness.
• Partner with HR Operations and Communications to support benefits and rewards initiatives; ensure field teams receive clear, timely, and relevant communications

HR Operations & Reporting:
• Partner with HR operations to ensure timely and accurate HRIS updates, including pay changes, promotions, incentive adjustments, and status changes.
• Create and interpret reports related to turnover, workforce metrics, and organizational insights that support leadership decision making.
• Assist other HR functions, as needed, to support a culture of collaboration, excellence, and empowerment for our UVVC teams.

Policy & Compliance:
• Monitor evolving labor laws and regulations, particularly at state and local levels, that may impact field-based teams; recommend policy updates to minimize risk.
• Uphold confidentiality and compliance standards in accordanc