Sr Talent Management Business Partner - Austin, TX in Austin, TX at BakerRipley

Date Posted: 5/26/2021

Job Snapshot

Job Description

As a member of the Talent Management team, you will join an incredibly talented and hardworking People and Culture department dedicated to attracting, retaining, and developing top talent to advance BakerRipley’s impact in the Houston region.

The Sr. Talent Management Business Partner (TMBP) position requires 50% intrastate travel. The TMBP is responsible for full-cycle HR functions for designated business units primarily in Austin, Corpus Christi, and Tyler, Texas. The position serves as a recruiter, trainer, and consultant to management and employees on human resource-related issues. The role assesses and anticipates HR-related needs, communicates needs proactively with our HR department and business management. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The position exercises independent judgment in performing a variety of human resources tasks.

Expected Outcomes: 

  • Responsible for managing ongoing employee relations matters on time and within the established protocols established by the People and Culture Team
  • Responsible for managing and completing department specific audits on a quarterly basis
  •  Responsible for managing an annual performance management cycle for the designated business units
  • Serve as a project lead for 2-4 special or stretch projects per year
  • Responsible for ensuring a 45 day time to fill KPI for all assigned requisitions

Essential Functions:

  • Addresses and resolves employee relations issues for the rural child care teams in Austin, Corpus Christi, San Marcos, and Tyler, Texas
  • Provides administrative support to designated business units via the HRIS system: UKG  
  • Provides hands-on and team-wide training as needed
  • Conducts effective, thorough and objective investigations as needed ensuring completion in a timely manner
  • Maintains in-depth knowledge of employment law requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
  • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, corrective actions)
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
  • Provides HR policy guidance and interpretation on a regular basis
  • Serves as Subject Matter Expert (SME) for assigned HR sub-functions/processes
  • Conducts regular meetings with assigned business units, documents action items, and communicates meeting notes with teams
  • Serves as the lead Recruiter for vacancies for the rural child care teams in Austin, Corpus Christi, San Marcos, and Tyler, Texas
  • Analyzes trends and metrics in partnership with the People and Culture to develop solutions, programs and policies as needed

Experience: Minimum of 5-7 years experience addressing employee relations issues, required

Preferred Qualifications: 

  • HR Certification (PHR,  SPHR, SHRM-CP, SHRM-SCP) 
  • Working knowledge of multiple human resource disciplines, including compensation practices, conflict resolution, employee relations, diversity/equity/inclusion, performance management, and federal and state respective employment laws, required 

Please note: This role requires 50% travel to Austin, Houston, San Marcos, Corpus Christi, and Tyler, Texas 



Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)