Strategic Focus Recruiting
Senior Human Resources Business Partner
Strategic Focus Recruiting, Dallas, Texas, United States, 75215
Benefits:
Dental insurance Health insurance Paid time off Vision insurance Position
Senior HR Business Partner (HRBP II – Lead) Location
Dallas– (Zip - 75215) Employment Type
Full-time, Exempt Reports To
Principal Officer, Strategic Focus, LLC Direct Reports
Will supervise HRBPs, HR Generalists/Coordinators, and project contractors About Strategic Focus
Strategic Focus, LLC is an HR consulting firm supporting mission-driven organizations and growth-oriented businesses with end-to-end people operations—employee relations, HRBP advisory, recruiting, compensation, compliance, and organizational development. We embed with clients as a true partner to strengthen culture, elevate performance, and drive results. Role Summary
The Senior HR Business Partner serves as the primary HR advisor for client accounts. This role blends hands‑on employee relations with strategic organization development, people analytics, and change leadership. You will coach client leaders, oversee day‑to‑day HR delivery, guide HRBPs/Coordinators on the account, and ensure consistent, compliant, and high‑quality service across the employee lifecycle. The lead HRBP owns the client relationship for HR scope, proactively identifies risks and opportunities, and translates business needs into practical HR strategies and measurable outcomes. Key Responsibilities
Client & Account Leadership
Serve as the primary HRBP and day‑to‑day HR lead for assigned client accounts; act as a strategic advisor to executive and departmental leaders. Scope and manage the HR service plan (cadence, deliverables, SLAs), prioritize work, and communicate progress, risks, and recommendations. Supervise/mentor embedded HR team members (HRBP I/Generalists/Coordinators) to ensure consistent standards, documentation, and service excellence. Facilitate quarterly business reviews (QBRs) with data‑driven insights, recommendations, and implementation roadmaps. Employee Relations & Compliance
Lead complex employee relations matters (investigations, coaching, corrective action, separations) with consistent documentation and risk assessment. Advise on ADA/ADAAA interactive process, FMLA/leave administration, wage & hour, and state/federal compliance; coordinate with legal as needed. Develop/refresh policies, handbooks, SOPs, and manager toolkits; implement training and change communication. Ensure rigorous case tracking (issue type, cycle time, outcomes) and trend analysis to drive preventive interventions. Organization Development & Change
Partner with leadership to clarify org design (roles, spans, layers), decision rights, and cross‑functional workflows. Design and implement performance management frameworks (30‑60‑90s, SMART goals, mid‑/year‑end reviews), and coach leaders on effective feedback. Lead change management plans for restructures, role reclassifications, and process rollouts (stakeholder mapping, comms, training, adoption metrics). Talent Management & Acquisition Support
Build workforce plans and role architectures; define competencies and career pathways. Partner with recruiting teams on requisition design, selection rubrics, and interview training; advise on offers and onboarding plans. Establish manager capability programs (coaching, ER fundamentals, interviewing, performance conversations). Compensation, Benefits & HR Operations
Conduct market compensation benchmarking, salary modeling, and internal equity reviews with clear, compliant recommendations. Support benefits renewals and benefits communication; coordinate with brokers/TPAs as needed. Drive HRIS/HR operations hygiene (e.g., APS/eSELFSERVE, Paycom, etc.): data accuracy, workflow configuration, reporting, and SOPs. Standardize payroll/HR calendars, timekeeping, and audit routines in partnership with client finance/operations. People Analytics & Continuous Improvement
Implement HR dashboards (headcount, turnover, time‑to‑fill, ER case types, performance cycle completion, training) and translate data into action. Run post‑mortems/retros on major HR processes; implement Kaizen‑style improvements and document SOP updates. Track and report KPIs and SLAs for each account; elevate risks with options and impact analysis. Qualifications
5–7 years progressive HR experience, including 3+ years as an HRBP supporting leaders; consulting or multi‑site client experience strongly preferred. Demonstrated mastery of employee relations, policy development, investigations, and compliance (FMLA/ADA/W&H). Proven experience with organization design, change management, and performance management frameworks. Comfortable supervising or leading a small HR team and coordinating cross‑functional projects. Strong analytics and storytelling with data; proficiency with HRIS and reporting (e.g., APS/eSELFSERVE, Paycom, Paylocity, ADP, or similar). PHR/SPHR or SHRM‑CP/SCP preferred (or equivalent experience). Excellent communication, executive presence, facilitation, and stakeholder management skills. Competencies
Strategic Partner: Connects people strategy to business outcomes. Operational Excellence: Builds scalable process, policy, and SOPs; ensures follow‑through. ER Judgment: Balances risk, empathy, and consistency. Change Leader: Plans, communicates, and measures adoption. Coach & Developer: Uplifts managers and grows the HR team. Data‑Driven: Uses metrics to diagnose and influence. Bias for Action: Prioritizes impact, ships improvements, iterates. Work Conditions
On‑site role with local travel within DFW expected. Occasional after‑hours support for urgent ER matters or critical launches.
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Dental insurance Health insurance Paid time off Vision insurance Position
Senior HR Business Partner (HRBP II – Lead) Location
Dallas– (Zip - 75215) Employment Type
Full-time, Exempt Reports To
Principal Officer, Strategic Focus, LLC Direct Reports
Will supervise HRBPs, HR Generalists/Coordinators, and project contractors About Strategic Focus
Strategic Focus, LLC is an HR consulting firm supporting mission-driven organizations and growth-oriented businesses with end-to-end people operations—employee relations, HRBP advisory, recruiting, compensation, compliance, and organizational development. We embed with clients as a true partner to strengthen culture, elevate performance, and drive results. Role Summary
The Senior HR Business Partner serves as the primary HR advisor for client accounts. This role blends hands‑on employee relations with strategic organization development, people analytics, and change leadership. You will coach client leaders, oversee day‑to‑day HR delivery, guide HRBPs/Coordinators on the account, and ensure consistent, compliant, and high‑quality service across the employee lifecycle. The lead HRBP owns the client relationship for HR scope, proactively identifies risks and opportunities, and translates business needs into practical HR strategies and measurable outcomes. Key Responsibilities
Client & Account Leadership
Serve as the primary HRBP and day‑to‑day HR lead for assigned client accounts; act as a strategic advisor to executive and departmental leaders. Scope and manage the HR service plan (cadence, deliverables, SLAs), prioritize work, and communicate progress, risks, and recommendations. Supervise/mentor embedded HR team members (HRBP I/Generalists/Coordinators) to ensure consistent standards, documentation, and service excellence. Facilitate quarterly business reviews (QBRs) with data‑driven insights, recommendations, and implementation roadmaps. Employee Relations & Compliance
Lead complex employee relations matters (investigations, coaching, corrective action, separations) with consistent documentation and risk assessment. Advise on ADA/ADAAA interactive process, FMLA/leave administration, wage & hour, and state/federal compliance; coordinate with legal as needed. Develop/refresh policies, handbooks, SOPs, and manager toolkits; implement training and change communication. Ensure rigorous case tracking (issue type, cycle time, outcomes) and trend analysis to drive preventive interventions. Organization Development & Change
Partner with leadership to clarify org design (roles, spans, layers), decision rights, and cross‑functional workflows. Design and implement performance management frameworks (30‑60‑90s, SMART goals, mid‑/year‑end reviews), and coach leaders on effective feedback. Lead change management plans for restructures, role reclassifications, and process rollouts (stakeholder mapping, comms, training, adoption metrics). Talent Management & Acquisition Support
Build workforce plans and role architectures; define competencies and career pathways. Partner with recruiting teams on requisition design, selection rubrics, and interview training; advise on offers and onboarding plans. Establish manager capability programs (coaching, ER fundamentals, interviewing, performance conversations). Compensation, Benefits & HR Operations
Conduct market compensation benchmarking, salary modeling, and internal equity reviews with clear, compliant recommendations. Support benefits renewals and benefits communication; coordinate with brokers/TPAs as needed. Drive HRIS/HR operations hygiene (e.g., APS/eSELFSERVE, Paycom, etc.): data accuracy, workflow configuration, reporting, and SOPs. Standardize payroll/HR calendars, timekeeping, and audit routines in partnership with client finance/operations. People Analytics & Continuous Improvement
Implement HR dashboards (headcount, turnover, time‑to‑fill, ER case types, performance cycle completion, training) and translate data into action. Run post‑mortems/retros on major HR processes; implement Kaizen‑style improvements and document SOP updates. Track and report KPIs and SLAs for each account; elevate risks with options and impact analysis. Qualifications
5–7 years progressive HR experience, including 3+ years as an HRBP supporting leaders; consulting or multi‑site client experience strongly preferred. Demonstrated mastery of employee relations, policy development, investigations, and compliance (FMLA/ADA/W&H). Proven experience with organization design, change management, and performance management frameworks. Comfortable supervising or leading a small HR team and coordinating cross‑functional projects. Strong analytics and storytelling with data; proficiency with HRIS and reporting (e.g., APS/eSELFSERVE, Paycom, Paylocity, ADP, or similar). PHR/SPHR or SHRM‑CP/SCP preferred (or equivalent experience). Excellent communication, executive presence, facilitation, and stakeholder management skills. Competencies
Strategic Partner: Connects people strategy to business outcomes. Operational Excellence: Builds scalable process, policy, and SOPs; ensures follow‑through. ER Judgment: Balances risk, empathy, and consistency. Change Leader: Plans, communicates, and measures adoption. Coach & Developer: Uplifts managers and grows the HR team. Data‑Driven: Uses metrics to diagnose and influence. Bias for Action: Prioritizes impact, ships improvements, iterates. Work Conditions
On‑site role with local travel within DFW expected. Occasional after‑hours support for urgent ER matters or critical launches.
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