Human Resources Business Partner - South Central US

• We are seeking a highly skilled and results-driven Strategic HR Business Partner
• (HRBP) with 5-7 years of experience to join our dynamic HR team. The ideal
• candidate will partner with leadership across multiple business units in the
• South Central US region to drive people strategy, align HR initiatives with
• organizational goals, and provide actionable insights that enhance business
• performance.

• This role operates in a fast-paced, high-growth environment where priorities
• evolve quickly and business needs require agility and responsiveness. The
• successful candidate must be highly organized, adaptable, and capable of
• effectively managing multiple competing priorities while delivering strategic
• and operational HR support.

• This position requires a deep understanding of business operations, strong
• influencing and relationship-building skills, and a proven track record of
• developing and executing strategic HR solutions that drive organizational
• growth, colleague engagement, and business results. The HRBP must also possess a
• thorough understanding of federal, state, and local employment laws and
• regulations to ensure compliance and mitigate organizational risk.

• The HRBP will work effectively with colleagues at all levels of the
• organization, from front-line employees to executive leadership, ensuring HR
• strategies and initiatives are aligned to business objectives and tailored to
• meet the needs of a diverse workforce. In addition, the HRBP will leverage
• partnerships with HR Centers of Excellence (COEs), including Talent, Inclusion &
• Diversity, Benefits, and Compensation, to deliver integrated solutions and
• specialized expertise that support broader organizational goals and drive
• sustainable business success.

Key Responsibilities

Strategic HR Partnership

• Collaborate with senior leaders and management teams to develop and execute HR
• strategies aligned with business objectives, ensuring the voice of all
• colleagues is considered in decision-making.

• Act as a trusted advisor to all levels of leadership, from front-line
• supervisors to executive management, providing tailored HR solutions to meet
• varying needs across the organization.

• Partner with leadership to identify people-related challenges and opportunities,
• offering strategic guidance that aligns with business goals and supports a
• high-performance culture.

• Ensure alignment between business goals and HR initiatives, leveraging HR COEs
• to implement specialized programs and services effectively.

• Support all phases of merger and acquisition activity, including HR due
• diligence, talent and organizational assessments, employee transition planning,
• integration execution, harmonization of HR programs and processes, retention
• strategies, and change management initiatives to ensure successful business
• integration and minimize disruption.

Talent Management & Organizational Development

• Collaborate with the Talent team to lead talent development efforts, including
• performance management, career pathing, and succession planning.

• Support managers and colleagues in aligning individual goals with organizational
• objectives, fostering a culture of continuous learning and development.

• Work with Talent Development to create and implement training programs that
• enhance leadership skills and professional growth for colleagues at all levels,
• from entry-level to senior leadership.

Employee Relations & Workforce Optimization

• Act as a key resource for employee relations, providing guidance on conflict
• resolution, performance issues, and workplace concerns for colleagues at all
• levels.

• Promote a positive work environment through proactive colleague engagement
• initiatives, ensuring the needs and concerns of both front-line staff and
• management are addressed.

• Conduct employee relations investigations in a timely and thorough manner,
• ensuring fairness, compliance, and resolution of issues.

• Work with Compensation and Talent Acquisition to ensure alignment of
• compensation structures, benefits, and recruiting strategies with organizational
• goals while maintaining market competitiveness.

• Ensure compliance with federal, state, and local employment laws and
• regulations, providing expertise and guidance to leadership and colleagues on
• legal and regulatory matters.

Inclusion & Diversity

• Partner with the Inclusion & Diversity team to implement programs that promote
• an inclusive work environment and support diverse talent acquisition, retention,
• and development.
• Advocate for and drive organizational initiatives that enhance diversity and
• inclusivity across all levels, ensuring fair opportunities for growth and
• advancement for every colleague.

Change Management

• Lead and support change initiatives, providing guidance to colleagues at all
• levels to help them navigate organizational changes, whether from a leadership
• or operational perspective.

• Work with leaders to communicate and implement changes effectively, ensuring
• buy-in across the workforce and minimizing disruption.

Data-Driven Decision Making

• Utilize HR analytics to track and measure the success of HR programs and
• initiatives, providing data-driven recommendations to improve outcomes for
• colleagues at all levels.

• Collaborate with HR COEs to ensure insights are used to make informed decisions
• that support the growth and development of colleagues, from entry-level to
• executive.

HR Program Implementation

• Lead the execution of key HR programs, in partnership with HR COEs, such as
• employee engagement surveys, leadership development, compensation and benefits
• strategies, and talent acquisition efforts.

• Ensure that HR programs are implemented effectively and that they address the
• needs of colleagues at all levels, from front-line staff to top-tier executives.

Key Competencies and Skills

• Strong business acumen with the ability to understand and align HR strategies
• with business objectives across diverse organizational levels.

• Proven ability to collaborate with and influence individuals at all levels of
• the organization, from front-line colleagues to executive leaders.

• Experience working closely with and leveraging HR COEs (Talent, Compensation,
• Benefits, Inclusion & Diversity) to implement comprehensive HR solutions.

Exceptional communication, coaching, and interpersonal skills.

• Experience using Workday as an HRIS, with a proven ability to support system
• implementations and lead the rollout of new features and functionality across
• the organization, as required.

Proficiency in HR analytics.

• Expertise in employment law and best practices in HR policies and procedures,
• including federal, state, and local regulations.

Excellent problem-solving and conflict resolution skills.

High level of integrity and confidentiality.

Experience

• 5-7 years of progressive HR experience with a focus on strategic HR business
• partnership, talent management, colleague relations, and organizational
• development.

• Experience working with colleagues at all levels, from front-line workers to
• senior leadership, is required.

Preferred: Experience in a fast-paced, global, or matrixed environment.

• Demonstrated ability to manage complex HR projects and lead initiatives that
• drive change across various levels of the organization.

Education

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a
• related field. A master’s degree or HR certification (e.g., SHRM-SCP, SPHR) is a
• plus.

Work Environment

• This role is remote based in Texas but requires flexibility for US time zones
• and up to 25% travel annually.

This role requires regular and predictable attendance.

Performance Metrics

Based on yearly goals and objectives

Positive feedback from regional leaders on consistency and scalability.

Company Benefits

• Convergint fosters a supportive, accessible, and inclusive environment in which
• all individuals can realize their maximum potential within the company. We offer

a variety of programs and exceptional benefits

• 10 Company Holidays and Paid Time Off starting at 13 days annually
• Fun & Laughter Day Off
• Medical, Dental & Vision Plan
• Life insurance & Disability Plan
• Wellness Program
• 401K Matching Plan
• Colleague Assistance Program
• Tuition reimbursement
• Competitive salary and compensation plan
• Vehicle reimbursement plan or company vehicle
• Corporate Social Responsibility Day
• Cell phone reimbursement (if applicable)
• Paid parental leave

Convergint is an Equal Opportunity Employer.

Visit our Convergint careers site

• [https://www.convergint.com/careers/career-opportunities/] to learn more about
• the company and the exciting opportunities available.

#LI-Remote

This opening is expected to remain posted until 10/9/26.