Human Resources Business Partner (HRBP)

The Human Resources Business Partner (HRBP) serves as a strategic partner to leaders and a trusted resource for staff, with primary focus on staff relations investigations and documentation, leadership coaching and training for prevention, and overall staff engagement and culture. This role leads fair, consistent, and timely staff relations investigations; equips leaders with tools and skills to proactively address issues; and supports initiatives that strengthen staff experience and reinforce the organization’s mission, core values, and culture. The HRBP also provides guidance in employment law, HR policies, leave administration, and HR operations to ensure compliance and organizational effectiveness.

Our Mission: The Houston Zoo connects communities with animals, inspiring action to save wildlife.
Our Vision: To be a leader in the global movement to save wildlife.

Job Duties and Responsibilities
Staff Relations and Investigations:
▪ Serves as a primary point of contact for staff and leaders regarding workplace concerns, conflicts, and/or grievances. Conducts timely, thorough, and well-documented investigations in accordance with organization policies and applicable laws.
▪ Provides guidance to managers on staff relations matters, performance management, corrective action, conflict resolution, and policy interpretation with an emphasis on fairness, consistency, and risk mitigation.
▪ Maintains organized, confidential documentation of investigations, findings, and follow-up actions.
▪ Identifies patterns and root causes of recurring staff relations issues and partner with leaders to implement preventative strategies and action plans.
▪ Consults with HRB on termination decisions and other high-risk actions to ensure legal compliance and alignment with organizational values.
Manager Coaching, Training & Prevention:
▪ Coaches’ managers on day-to-day people leadership, including feedback, documentation, performance conversations, recognition, and accountability.
▪ Collaborates with HR and Training/Safety teams to design and deliver practical training for leaders on topics such as performance management, documentation, conflict resolution, and respectful workplace expectations.
▪ Partners with leaders to develop preventative plans (e.g., early intervention plans, follow-up plans after investigations, team reset plans) that reduce the likelihood and severity of future ER issues.
▪ Supports change management by preparing leaders to communicate and implement organizational changes in ways that maintain trust, engagement, and clarity for staff.
Staff Engagement and Culture:
▪ Supports staff engagement efforts by coordinating surveys, focus groups, and ongoing feedback mechanisms.
▪ Analyzes engagement, exit interview, and turnover data to identify trends; partner with leaders to create practical, time-bound action plans.
▪ Partners with HR Coordinator and Talent Acquisition to ensure onboarding immerses staff in the zoo’s culture, mission, core values, and strategic initiatives.
▪ Reinforces organizational core values through HR programs, recognition efforts, and leader coaching.
HR Operations, Compliance, and Leave Administration:
▪ Maintains current knowledge of employment laws and regulations (e.g., FMLA, ADA, FLSA, Title VII) and advise leaders on practical implications.
▪ Oversees FMLA/ADA and other leave management cases, ensuring consistent application, documentation, and communication with staff and leaders.
▪ Ensures workers’ compensation documentation and OSHA logs are accurate, timely, and coordinated with Safety and other stakeholders as required.
▪ Supports policy development, implementation, and updates, ensuring policies are clear, practical, and aligned with organizational values.
Data, Reporting & Continuous Improvement:
▪ Prepares and interprets HR metrics and analytics related to investigations, turnover, engagement, and other key indicators; share insights with leaders and recommend actions.
▪ Partners with Talent Acquisition to review hiring, time-to-fill, and retention trends and co-create strategies that improve staff experience and outcomes.
▪ Participates in HR process improvement efforts, helping to streamline workflows, improve responsiveness, and reduce administrative burden for staff and leaders.
Collaboration, Communication & Organizational Contribution:
▪ Collaborates with HR colleagues (Talent Acquisition, HR Coordinator, Safety, Training, etc.) to deliver seamless HR support to staff and leaders.
▪ Participates as an active representative in the organization’s Safety Committee and other cross-functional initiatives, as assigned.
▪ Facilitates effective internal HR communications, ensuring staff and leaders are informed about HR programs, policies, and changes.
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