Human Resources Business Partner

Due to growth and expansion The Satterfield and Pontikes Family of Companies is adding a Human Resources Business Partner to our corporate team in Houston. We have a fantastic leader and offer stability and opportunity for growth.

For more information call Lance Easterby between 7 am and 7 pm at 832-919-3139.

Summary

The HR Business Partner serves as the primary HR resource for assigned business units, providing front-line support to employees and managers on employee relations, benefits, leave administration, performance management, policy interpretation, and compliance. This role is hands-on by design, it requires daily engagement with people processes and a high degree of operational ownership, while also building working relationships with business unit leaders to understand workforce needs, identify trends, and support practical HR solutions. The HR Business Partner brings both attention to detail and sound judgment to routine and complex HR matters, contributing to a consistent and credible HR presence across the organization.

Essential Job Functions

Business Unit Support & Employee Relations

Serve as the HR representative for assigned business units, providing front-line support to managers and employees on a daily basis and attending business unit meetings as needed.

Build working relationships with business unit leaders to understand operational needs, support routine people matters, and elevate more complex issues as appropriate.

Provide guidance to managers and employees on performance concerns, policy interpretation, employee complaints, reasonable accommodation, separations, and other day-to-day employee relations matters.

Conduct employee disciplinary meetings, investigations, and terminations; manage performance improvement plans and ensure documentation is accurate, timely, and consistent with company policy and applicable law.

Performance Management

Support and execute the annual performance review process, including drafting and distributing communications and materials, tracking completion, and providing direct support to managers and employees throughout the process.

Advise managers on performance improvement planning and coach them through difficult performance conversations, helping connect performance outcomes to development and, where needed, separation decisions.

Monitor performance trends across assigned business units and surface patterns or concerns to leadership as part of regular reporting.

Benefits & Leave Administration

Partner in the execution of annual Benefits Open Enrollment, including enrollment processing, facilitation of benefit meetings, and distribution of materials for new hire and annual enrollments.

Oversee enrollments, COBRA, terminations, changes, beneficiaries, disability, accident, and death claims.

Support leave administration, including coordination of FMLA, ADA accommodations, and other leave types in compliance with applicable law and company policy.

Compliance & Immigration Support

Maintain compliance with federal, state, and local employment laws and regulations; review policies and practices and recommend updates as needed.

Ensure timely and accurate completion of required regulatory reporting, government filings, and associated fees.

Support employment-based immigration matters, including coordination with employees, managers, and outside immigration counsel on visa processing, work authorization tracking, required documentation, case updates, and related compliance obligations.

HR Data, Reporting & Process Improvement

Oversee the maintenance of HR records, transactions, and reporting data to support audits, benefits administration, immigration tracking, compliance activities, and other departmental reporting needs.

Review HR metrics such as turnover, headcount, leave usage, performance trends, and process completion rates to identify patterns, highlight risks, and support decision-making within departments.

Analyze trends in compensation and benefits; surface findings and recommend adjustments to support the organization’s ability to attract and retain talent.

Recommend improvements to HR processes, reporting, compliance tracking, employee records, and service delivery to improve efficiency, accuracy, and consistency.

Employee Engagement & Culture

Support employee recognition and engagement efforts by attending business unit meetings, conducting site visits, and maintaining a visible and approachable HR presence throughout the organization.

Implement engagement initiatives and recognition programs that reinforce desired behaviors, celebrate contributions, and support retention within assigned business units.

Promote positive morale and teamwork through consistent follow-through, strong interpersonal skills, and a commitment to fair and equitable treatment of all employees.

Training & General HR Support

Facilitate required HR-related training for employees and managers.

Support university recruiting activities as needed, including career fair attendance, interview coordination, and offer preparation.

Provide customer service support to internal and external customers on HR-related inquiries and processes.

Perform other duties as assigned.

Required Skills and Qualifications

B.A. or B.S. in Human Resources, Business Administration, or related field preferred.

Minimum 5 years of progressive Human Resources experience, including hands-on responsibility for employee relations, benefits administration, performance management, policy interpretation, compliance, and day-to-day HR support.

Hands-on experience with HRIS systems required; BambooHR strongly preferred.

Demonstrated ability to manage employee relations matters of varying complexity, including investigations, performance improvement plans, disciplinary actions, reasonable accommodations, and separations.

Exposure to employment-based immigration processes preferred, including coordination with immigration counsel and work authorization tracking.

Experience reviewing HR metrics, maintaining accurate employee records, supporting audits, and preparing reports or documentation for management review.

Strong working knowledge of federal, state, and local employment laws and HR compliance requirements.

Strong verbal and written communication skills, with the ability to interact effectively with employees, managers, and business unit leadership at all levels.