HR Business Partner Job at United Musculoskeletal Partners in Fort Worth

HR Business Partner

United Musculoskeletal Partners (UMP) invites applications for the HR Business Partner role in Dallas, TX.

Job Type: Full-time

Location: Dallas, TX (must live in the DFW area). The position requires onsite presence 2‑3 days a week and travel within the market.

Overview

At UMP, we’re not just building a leading physician‑owned organization — we’re revolutionizing musculoskeletal care. Our mission is to empower top‑tier physicians with innovative platforms, cutting‑edge resources, and collaborative support they need to deliver exceptional patient care and drive practice growth.

Why UMP? Impactful work with prestigious musculoskeletal brands across 80+ practice locations in Georgia, Texas and Colorado. Collaboration with several leading Texas practice groups including Orthopedic Associates, AOA Orthopedic Specialists, North Texas Orthopedics & Spine Center, Abilene Sports Medicine & Orthopedics, All‑Star Orthopedics, OrthoTexas, and Texas Spine Consultants.

Culture of innovation & collaboration, resources to succeed, and a mission‑driven environment where leadership, inclusion, and career growth are prioritized.

Responsibilities

• Consult with management in strategic planning and development of HR strategies that support business needs, including workforce planning.
• Be a strategic advisor to the business by building trusted relationships with leadership and employees.
• Execute talent‑management strategies to support the team’s growth, including performance check‑ins, compensation, talent reviews, and career development.
• Anticipate needs, diagnose problems, and promote appropriate solutions. Identify and advise leaders on development needs of their teams and departments.
• Manage and facilitate organizational design and development, leadership coaching, and team building that support change and growth.
• Assist in the facilitation of the annual compensation and performance review cycle.
• Support the employee engagement survey process and develop insights and action plans based on survey outcomes.
• Ensure compliance with all employment and labor laws through practices, policies, investigations, and actions in accordance with company guidelines and state, federal, and local laws.
• Address and resolve employee questions or complaints quickly, amicably, and with empathy by applying advanced knowledge of employment law.
• Assist employees with individual employee relations issues; make independent decisions to resolve situations. Lead complex employee relations inquiries and investigations, maintaining well‑organized files, notes, and documentation.
• Integrate and partner with peers to implement solutions and help scale the organization.
• Interpret and answer policy and HR‑related questions.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Facilitate communication among employees and management, providing guidance on dispute resolution, disciplinary action, regulatory compliance, and problem solving.
• Proactively partner to make performance management a part of the ongoing culture; including training, communication, performance improvement plans, career development, and guidance as needed.
• Provide oversight and manage employee onboarding, off‑boarding, HR inquiries and employee record keeping.
• Establish excellent relationships with business leaders and employees to build understanding of their strategies, challenges, opportunities, and needs.
• Influence organizational design decisions and contribute to change management and communication plans.
• Manage termination process, including exit surveys, interviews, documentation, and system updates.
• Foster the company’s employee‑centric culture, encouraging open and transparent communications while supporting employee engagement activities.
• Be an advocate of our diversity, equity, and inclusion strategies.
• Provide strategic advice on the different functions of HR and ensure that all policies implemented are aligned with business objectives.
• Update and monitor adherence to HR policies/procedures and timelines ensuring legal compliance.

Requirements

• Education: Bachelor’s degree in Human Resources or related field (preferred).
• Experience: 5+ years of progressive responsibility in human resources disciplines including employee relations, change management, compensation, diversity, organizational development, and performance development.
• Professionalism and exceptional stakeholder management skills to partner with leadership and senior team members.
• Good understanding of employment law and clear judgment on when to elevate matters to the Chief People Officer and legal counsel.
• HR Certification a plus – PHR, SPHR, SHRM‑CP or SHRM‑SCP.

Key Skills & Abilities

• Ability to form strategic partnerships with senior leadership.
• Experience working in a matrixed environment strongly preferred.
• Strong knowledge of laws, rules, regulations, case law, principles, and practices related to employee conduct, performance, and dispute resolution.
• Confidence to handle difficult situations independently.
• Ability to work with contributors at all levels of the organization.
• Demonstrated solid judgment and experience assessing risk relative to the business.
• Strong project management and change management experience.
• Effective communication and problem‑solving skills.
• Experience learning and thriving in a constantly changing environment and cultivating relationships across teams.
• Ability to effectively analyze data and provide recommendations.
• Proficiency with MS Office.
• Ability to work independently and demonstrate initiative.
• Discretion and a strong sense of confidentiality.

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