HR Business Partner

DESCRIPTION

The ROSEN Group is a global leader in providing cutting-edge solutions in all areas of the integrity process chain. Since its origins as a one-man business in 1981, ROSEN has rapidly grown and continues to do so. The international technology group consists of a team of more than 4,000 employees operating in more than 120 countries. You can be a part of securing the safe supply of energy to people and businesses across the globe and help us all move towards an attainable and sustainable future.  It is our ambition, above anything else, to contribute to a world where critical infrastructure and the supply of energy is not only efficient, but also protected and reliable.  

 

Come join our growing team! For more information about ROSEN go to www.rosen-group.com.

 

ROSEN is looking for a Senior HR Business Partner that will be based in Houston, Texas. This position reports directly to the Head of Human Resources, USA and will be a part of the Human Resources team.  
 
What role you will play in our team?

As a Senior HR Business Partner, you will serve as a strategic advisor and trusted partner to business leaders, aligning HR strategies with organizational goals to drive performance, growth, and culture. You will lead workforce planning, talent management, and organizational effectiveness initiatives, leveraging data and insights to inform decisions. Through strong business acumen, relationship-building, and a proactive approach to change, you will help shape a high-performing, inclusive, and resilient organization.

Responsibilities:

What will I be doing?
•    Business Acumen & Strategic Alignment
    o    Deeply understands the business model, industry, and financial drivers.
    o    Aligns HR strategies with business objectives and key performance indicators (KPIs).
    o    Anticipates workforce needs based on business growth, market trends, and operational goals.
•    Proactive Workforce Planning & Talent Management
    o    Develops workforce plans that align with business priorities and future needs.
    o    Partners with leaders to identify critical roles and succession plans.
    o    Leverages data to drive talent decisions, ensuring the right people are in the right roles at the right time.
•    Driving Organizational Effectiveness & Change Management
    o    Leads organizational design efforts to ensure structure supports business strategy.
    o    Acts as a trusted advisor during organization changes and transformations.
    o    Facilitates change management strategies that drive employee adoption and minimize disruption.
•    Data-Driven Decision-Making
    o    Uses HR analytics to provide insights on turnover, engagement, and productivity.
    o    Translates people metrics into business impact and actionable recommendations.
    o    Implements tools for tracking and improving HR performance and workforce trends.
•    Building Leadership & Culture
    o    Coaches business leaders on leadership development, team dynamics, and performance.
    o    Champions an inclusive and high-performance culture that aligns with company values.
    o    Drives employee engagement and retention strategies through meaningful initiatives.
•    Process Improvement & HR Innovation
    o    Identifies opportunities to automate, streamline, and optimize HR processes.
    o    Partners with HR CoEs (Centers of Excellence) to implement best practices.
    o    Leverages technology (e.g., SAP, SuccessFactors, AI, HR analytics tools) to improve efficiency and employee experience.
•    Risk Mitigation & Compliance
    o    Ensures HR policies and practices are legally compliant and aligned with business ethics.
    o    Identifies risks related to employee relations, regulatory changes, and HR policies.
    o    Proactively addresses workplace issues before they escalate.
•    Trusted Advisor & Relationship Builder
    o    Serves as a thought leader and sounding board for business leaders.
    o    Balances employee advocacy with business needs.

REQUIREMENTS

What are we looking for?
•    Bachelor’s degree in a related discipline 
•    Minimum 8+ years of progressive HR experience including Business Partnering, People/Talent Strategy Development, Workforce Planning, Employee Relations, and Program Execution
•    SHRM designation or equivalent, an asset

Qualification or Skills:

Technical HR Capabilities
•    Strategic HR and workforce planning
•    Employee relations and conflict resolution
•    Compensation and rewards
•    Succession planning and leadership