HR Business Partner

HR Business Partner, Westlake TX

Who We Are

Solera is the global leader in vehicle lifecycle management software-as-a-service, data, and services. Through four lines of business – vehicle claims, vehicle repairs, vehicle solutions, and fleet solutions – Solera is home to many leading brands in the vehicle lifecycle ecosystem, including Identifix, Audatex, DealerSocket, Omnitracs, LoJack, Spireon, eDriving/Mentor, Explore, cap hpi, Autodata, and others. Solera empowers its customers to succeed in the digital age by providing them with a “one-stop-shop” solution that streamlines operations, offers data-driven analytics, and enhances customer engagement, which Solera believes helps customers drive sales, promote customer retention, and improve profit margins. Solera serves over 300,000 global customers and partners in 100+ countries.

The Role

The HR Business Partner will partner with business leaders and managers to support the execution of people strategies and day-to-day HR priorities within assigned business functions. This role serves as a trusted resource to leaders and employees, providing practical guidance across performance management, employee relations, talent processes, organizational change, workforce planning, and employee engagement.

The HR Business Partner will work closely with leaders to understand business needs, identify people-related opportunities and risks, and translate HR programs and practices into effective action. Success in this role requires strong judgment, attention to detail, organization, follow-through, and the ability to balance multiple priorities in a fast-paced and evolving environment.

This position is ideal for an HR professional who is comfortable working hands-on with leaders and employees, navigating complex employee situations, and driving HR processes from planning through execution.

What You’ll Do

Business Partnership & Manager Support

• Build effective working relationships with leaders and managers across multiple business functions.
• Understand business priorities and provide practical HR guidance that supports both business and employee needs.
• Coach managers on day-to-day people matters, including performance, employee relations, team effectiveness, communication, and organizational change.
• Help managers apply HR policies, processes, and programs consistently and effectively.
• Identify emerging people trends or risks and partner with HR leadership and Centers of Excellence when additional expertise or escalation is required.

Performance Management & Employee Relations

• Provide hands-on support to managers throughout the performance management lifecycle, including goal setting, feedback, coaching, performance improvement plans, and other performance-related actions.
• Coach managers on addressing performance concerns early, setting clear expectations, documenting issues appropriately, and holding effective employee conversations.
• Manage and support employee relations matters with appropriate judgment, consistency, documentation, and follow-through.
• Conduct or support workplace investigations and partner with HR leadership and Legal, as appropriate, on more complex employee matters.
• Help ensure leaders take appropriate ownership of employee performance while providing the HR guidance and structure needed to reach sound decisions.
• Identify recurring employee relations or performance themes and recommend proactive solutions.

Talent & Employee Development

• Support annual and ongoing talent processes, including performance reviews, talent reviews, succession discussions, development planning, and employee engagement activities.
• Partner with managers to identify employee development needs and translate them into practical development actions.
• Support leaders in identifying high-potential talent, retention risks, performance concerns, and capability gaps.
• Facilitate effective talent discussions by helping leaders prepare relevant information, assess talent consistently, and develop clear follow-up actions.
• Partner with Talent Acquisition and hiring managers, as needed, to support workforce needs and ensure alignment on role requirements and candidate profiles.

Organizational Change & Workforce Support

• Support leaders through organizational and business changes, including restructures, leadership changes, team integration, and evolving ways of working.
• Help managers develop thoughtful communication and employee transition plans that support successful implementation of organizational changes.
• Coordinate HR activities associated with organizational changes to ensure actions are accurate, timely, and well organized.
• Support workforce planning and organizational discussions by providing relevant employee data, identifying trends, and highlighting potential people impacts.
• Partner with HR leadership on organizational design and restructuring activities, including role clarity, reporting structures, and implementation.

Compensation, Job & HR Programs

• Partner with Compensation and HR leadership on annual compensation processes, promotions, job changes, job leveling, and other employee lifecycle decisions.
• Support managers in understanding compensation and job-related guidelines and communicating decisions appropriately.
• Coordinate and execute recurring HR programs and processes for assigned client groups.
• Help ensure HR practices are applied consistently while recognizing when unique business or employee circumstances require additional review.

Data, Systems & Operational Excellence

• Use HR data and reporting to identify trends, support recommendations, and enable informed people decisions.
• Maintain accurate employee information and documentation and ensure HR transactions and processes are completed in a timely manner.
• Demonstrate strong attention to detail across employee documentation, organizational changes, HR systems, reporting, and employee-related actions.
• Track commitments, deadlines, and follow-up actions to ensure HR initiatives and employee matters are brought to completion.
• Look for opportunities to improve HR processes, tools, and ways of working.
• Leverage HR technology and emerging tools, including AI-enabled capabilities where appropriate, to improve efficiency and decision support while applying sound judgment and maintaining appropriate confidentiality.

What You’ll Bring

• Approximately five (5) years of progressive Human Resources experience, including experience in an HR Business Partner, HR Generalist, Employee Relations, or similar role.
• Demonstrated experience supporting managers with performance management and employee relations, including coaching, documentation, and performance improvement processes.
• Experience supporting organizational change, restructures, or other business transformation initiatives.
• Working knowledge of employment practices and applicable employment laws, with the ability to recognize situations requiring escalation or additional expertise.
• Experience supporting core talent processes such as performance reviews, talent reviews, employee development, engagement, and compensation cycles.
• Strong interpersonal and communication skills with the ability to build credibility with leaders and employees.
• Strong judgment and the ability to navigate sensitive or confidential employee matters appropriately.
• Highly organized with strong attention to detail, follow-through, and the ability to manage multiple priorities simultaneously.
• Ability to operate effectively in a fast-paced, changing environment.
• Comfortable working independently while collaborating closely with HR colleagues and Centers of Excellence.
• Ability to analyze employee data and translate information into practical observations or recommendations.
• Experience with HRIS platforms, reporting tools, and modern HR technology (Workday, ADP).

It is impossible to list every requirement for, or responsibility of, any position. Similarly, we cannot identify all the skills a position may require since job responsibilities and the Company’s needs may change over time. Therefore, the above job description is not comprehensive or exhaustive. The Company reserves the right to adjust, add to or eliminate any aspect of the above description. The Company also retains the right to require all employees to undertake additional or different job responsibilities when necessary to meet business needs.

EQUAL OPPORTUNITY EMPLOYER

The Solera group is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.