Human Resources Business Partner II

Texas Health Action • Full-time • Remote (Austin, Texas, United States) • 21h ago

Texas Health Action (THA) is a community-informed non-profit organization dedicated to providing access to culturally affirming, quality health services in a safe and supportive environment, with expertise in serving LGBTQIA+ people and those impacted by HIV. Kind Clinic proudly serves Texas with four vibrant locations: two in Austin, one in San Antonio, and another in Dallas plus virtual care services available to all residents across Texas. Bolstered by Waterloo Counseling Center and a passionate team of over 250 dedicated employees and volunteers, THA is at the forefront of promoting healthcare equity and accessibility throughout the state. Read more about THA here: http://texashealthaction.org.

The HR Business Partner II is a mid-level HR professional who serves as a consultative partner to managers and directors. This role provides guidance on employee relations, leads investigations, drives the performance management cycle, and supports leadership development initiatives. The HRBP II balances tactical HR execution with strategic contributions, advancing workforce planning, training, and employee engagement to strengthen organizational effectiveness.

Core Functions:

Recruitment & Talent Acquisition – Partner with hiring managers to manage full-cycle recruitment for assigned roles, ensuring timely postings, equitable practices, and effective onboarding. Support integration of recruiting strategies with retention efforts.
Compensation & Benefits – Provide consultative guidance to managers and employees on pay practices, benefits, and leave programs. Support annual compensation reviews, Open Enrollment, and data collection to ensure equity and accuracy.
Employee Relations – Lead and document moderate employee relations cases and investigations, ensuring fairness, due process, and compliance. Provide coaching to managers on corrective action, conflict resolution, and workplace issues.
HR Operations & Compliance – Maintain accurate HRIS data and personnel records, support audits, and ensure compliance with HR policies, procedures, and labor laws. Escalate high-risk issues as appropriate and recommend process improvements.
Performance Management & Learning – Oversee the performance management cycle, including goal setting, evaluations, and development planning. Deliver supervisor coaching and facilitate training to build leadership and organizational capability.
Workforce Planning & Organizational Design – Consult with managers on staffing models, and team structures. Provide workforce insights to support organizational effectiveness and long-term planning.
Diversity, Equity, Inclusion & Engagement – Facilitate DEIB and engagement programs within assigned departments, ensuring equitable practices are applied consistently.
Change Management & Organizational Effectiveness Support departmental change initiatives by helping managers communicate updates and ensure smooth adoption of new processes.
HR Analytics & Insights – Generate standard HR reports and dashboards, ensuring data accuracy and providing summaries for senior HR staff.

Compensation:

Based on job duties and requirements, this position is placed in pay grade 46 with a full-time, hourly rate of $38.51 - $41.51. The actual hourly rate will be based on the candidate's qualifications and experience.

Applicant Information:

Submitting official transcripts, diplomas, certifications and licenses may be required prior to final offer. Unofficial transcripts and copies of other relevant documents may be attached to the application for consideration in advance.
Information regarding employment history as it relates to the qualifications of the position may be needed for employment verification.
The applicant selected for employment is subject to a pre-employment background check. A history of conviction may not automatically disqualify an applicant. Applicants with a history of conviction may be considered on a case-by-case basis, after individualized assessment of factors including the nature of the conviction, the job duties and responsibilities, the length of time since the conviction, and evidence of mitigation or rehabilitation. If required for the position, a physical, motor vehicle record evaluation, and additional background checks may be conducted.

EEO Statement: Texas Health Action is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

Education & Certification:

Bachelor’s degree in Human Resources, Business Administration, or a related field required.
Professional HR certification (e.g., SHRM-CP, PHR), or the ability to obtain certification within the first year of employment.

Experience:

4 – 6 years of progressive HR experience required as an HR Business Partner, HR Generalist, or similar role.
2 – 4 years of experience in a non-profit, healthcare, or mission-driven organization required.
1 – 2 years of training or facilitation experience required.
Demonstrated expertise in employee relations, investigations, performance management, recruitment, talent management, compliance, and benefits administration.
Experience supporting compensation reviews, benefits programs, and leave administration (FMLA, ADA, STD).
Proficiency with HRIS platforms and HR data analysis tools to generate reports and identify workforce trends.
Experience supporting remote workforces preferred.
Prior experience working with LGBTQIA+ and/or other marginalized communities strongly preferred.

Knowledge, Skills, and Abilities:

Knowledge: In-depth understanding of HR practices across recruitment, employee relations, compensation and benefits, compliance, workforce planning, and DEIB programs. Strong knowledge of performance management cycles (goal setting, 90-day and annual reviews, development planning).
Skills: Strong consulting and coaching skills to advise managers and directors on employee relations, performance management, corrective action, and change management. Proficiency in Microsoft Office (Outlook, Word, Excel) and HRIS systems, with the ability to analyze HR data and prepare actionable insights. Excellent verbal and written communication skills in English; additional language abilities preferred.
Abilities: Ability to maintain confidentiality in compliance with HIPAA standards, exercising discretion and professionalism in handling sensitive information. Strong interpersonal and customer service skills with cultural sensitivity and the ability to work effectively with diverse groups, including those in crisis or resistant to organizational goals. Skilled at prioritizing tasks, managing multiple responsibilities, and meeting deadlines under pressure. Demonstrated ability to follow through on assignments, multitask effectively, and ensure timely and accurate completion of work. Collaborative team player with the ability to build productive relationships across departments and external partners.