Human Resources Business Partner

Essential Job Duties and Responsibilities:

At International SOS, we are in the business of protecting and saving lives. For 40 years, we have delivered customised security risk management, health, and wellbeing solutions to organisations worldwide. With a presence in 90 countries and a team of nearly 13,000 experts, we provide 24/7 support to help organisations fulfil their Duty of Care responsibilities.

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to leaders and employees, providing consultation and guidance across employee relations, performance management, workforce planning, talent management, organizational effectiveness, and HR program implementation.

The HRBP works closely with business leaders to support organizational objectives while ensuring fair, consistent, and compliant employment practices. This role independently manages complex employee relations matters, workplace investigations, performance concerns, and leadership coaching activities, serving as the primary escalation point for HR Specialists.

The HRBP partners closely with the HR Director and Centers of Excellence including Talent Acquisition, Compensation, Benefits, Payroll, Learning & Development, and HR Shared Services to implement enterprise initiatives and deliver HR solutions that support business performance.

Employee Relations & Investigations
•    Serve as the primary HR resource for employee relations matters within assigned client groups.
•    Manage employee relations concerns from intake through resolution.
•    Conduct workplace investigations and prepare investigation findings and recommendations.
•    Partner with leaders regarding conduct, attendance, behavioral, and workplace concerns.
•    Support disciplinary action processes and termination recommendations.
•    Ensure consistent application of company policies and employment practices.
•    Identify and mitigate employee relations risks.
•    Escalate significant legal, compliance, or organizational risks to the HR Director as appropriate.
•    Maintain accurate and confidential employee relations documentation.

Manager Partnership & Leadership Coaching
•    Serve as the primary HR advisor to assigned operational and business leaders.
•    Build trusted relationships with leaders to support workforce and business objectives.
•    Coach managers on leadership effectiveness, employee development, difficult conversations, and performance management practices.
•    Provide guidance regarding policy interpretation and consistent application of HR practices.
•    Consult with leaders regarding organizational challenges and workforce concerns.
•    Influence leadership decision-making through data, sound judgment, and HR expertise.

Performance Management
•    Lead performance management activities within assigned business areas.
•    Partner with leaders to address performance concerns and employee development opportunities.
•    Guide managers through coaching, corrective action, and performance improvement planning processes.
•    Assist leaders in conducting effective performance conversations.
•    Identify organizational trends impacting employee performance and engagement.
•    Support annual performance review processes and goal-setting activities.

Talent Management & Succession Planning
•    Support talent assessment and talent review discussions.
•    Partner with leaders to identify high-potential employees and retention risks.
•    Assist with succession planning initiatives and workforce development activities.
•    Promote internal mobility, career development, and employee growth opportunities.
•    Support leadership development and talent development programs.
•    Collaborate with the HR Director regarding talent strategies and workforce planning initiatives.

Workforce Analytics & Organizational Effectiveness
•    Analyze workforce metrics including turnover, absenteeism, employee relations trends, staffing activity, and engagement indicators.
•    Utilize workforce data to identify trends and recommend improvement opportunities.
•    Support organizational design and workforce planning discussions.
•    Consult with leaders regarding team effectiveness, organizational structure, and workforce challenges.
•    Support organizational change management initiatives.
•    Assist with communication planning and implementation during organizational changes.

Leave, Accommodation & Compliance Support
•    Manage complex leave-of-absence and accommodation matters.
•    Partner with managers, employees, and third-party administrators regarding leave administration.
•    Support ADA interactive processes and workplace accommodation reviews.
•    Ensure consistent application of employment policies and legal requirements.
•    Monitor potential employment-related risks and compliance concerns.
•    Partner with the HR Director and Legal resources as appropriate.

HR Program Implementation
•    Support implementation of enterprise Human Resources programs and initiatives.
•    Assist with compensation, talent, engagement, development, and organizational effectiveness programs.
•    Partner with Centers of Excellence to support implementation and communication efforts.
•    Support employee engagement, retention, recognition, and culture initiatives.
•    Serve as a change champion for HR and organizational initiatives.

HR Specialist Development & Team Support
•    Serve as a resource, mentor, and escalation point for HR Specialists.
•    Provide guidance on employee relations matters and HR process execution.
•    Support onboarding and training of HR team members.
•    Share best practices and contribute to continuous improvement of HR services.
•    Promote consistency across HR service delivery and employee experience initiatives.

New Hire Induction Backup
•    Serve as backup facilitator for New Hire Induction during periods of HR Specialist absence, increased hiring activity, or business need.
•    Partner with HR Specialists to continuously improve onboarding and assimilation programs.
•    Support new leader onboarding and integration activities where appropriate.

Required Skills and Knowledge 
•    Strong knowledge of Human Resources principles, practices, and employment law. 
•    Demonstrated employee relations and workplace investigation expertise. 
•    Knowledge of performance management and corrective action processes. 
•    Experience coaching managers on employee and organizational issues. 
•    Understanding of talent management, succession planning, and workforce planning principles. 
•    Strong analytical and problem-solving capabilities. 
•    Experience interpreting workforce data and identifying trends. 
•    Excellent verbal and written communication skills. 
•    Strong interpersonal influence and relationship-building skills. 
•    Ability to manage sensitive and confidential information. 
•    Ability to exercise independent judgment and make sound recommendations. 
•    Experience working within HRIS platforms; SuccessFactors experience preferred. 
•    Strong Microsoft 365 proficiency, including Excel, Word, PowerPoint, Outlook, and Teams.

Required Competencies 
Business Partnership
•    Builds trusted partnerships with leaders and aligns HR solutions to business needs.

Employee Relations Expertise
•    Effectively manages employee concerns, investigations, workplace conflict, and organizational risk.

Leadership Coaching
•    Develops leader capability through consultation, coaching, and guidance.

Strategic Thinking
•    Understands organizational priorities and recommends HR solutions that support business objectives.

Communication & Influence
•    Communicates effectively and influences outcomes across all levels of the organization.

Workforce Analytics
•    Interprets workforce data and utilizes insights to support decision-making.

Change Management
•    Supports leaders and employees through organizational change initiatives.

Judgment & Decision Making
•    Applies sound judgment and appropriate risk assessment in complex situations.

Collaboration
•    Works effectively across business functions and HR Centers of Excellence.

Continuous Improvement
•    Identifies opportunities to improve organizational effectiveness and HR service delivery.

Required Work Experience 
•    5+ years of progressive Human Resources experience. 
•    Demonstrated employee relations and investigation experience. 
•    Experience coaching managers and leaders. 
•    Experience supporting performance management activities. 
•    Experience interpreting and applying employment policies and employment law. 
•    Experience independently managing complex employee matters. 
•    Experience working directly with employees, managers, and organizational leaders

Preferred
•    Experience supporting multi-site operations.
•    Experience in healthcare, government contracting, call center, customer service, or other highly regulated environments.
•    Experience supporting organizational change initiatives.
•    Experience partnering with executive and operational leadership teams.
•    Workforce analytics and workforce planning experience.

Required Qualifications 
•    Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent experience may be considered.
•    Ability to maintain confidentiality and exercise independent judgment in sensitive situations.

Preferred
•    SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
•    SuccessFactors experience.
•    Bilingual English/Spanish proficiency.

Required Languages 
•    English fluency required, written and verbal. 
•    Spanish language proficiency is a plus. 
•    Ability to effectively support employees and leaders across U.S. and Puerto Rico operations is highly desirable.

Travel / Rotation Requirements 
•    Occasional travel may be required based on business needs. 
•    Must be able to maintain confidentiality of employee and business information.

Work Arrangement
•    Full-time hybrid (3 days in office and 2 days working remotely) position based in San Antonio, Texas.
•    This position is designated as a hybrid role. Employees are generally required to work onsite at their assigned Company location a minimum of three (3) days per workweek and may work remotely up to two (2) days per workweek, subject to management approval, business needs, and compliance with Company policies.

Regular, reliable onsite attendance is an essential function of this position. This position is performed in support of a U.S. Government contract with facility access, security, and onsite requirements established by the contracting agency. These requirements are contractual obligations that the Company cannot unilaterally waive or modify. Onsite workdays, scheduling expectations, and remote work eligibility may be modified by the Company at any time based on business, operational, legal, customer, performance, staffing, or organizational needs.

Please note that International SOS is unable to provide visa sponsorship or employment-based immigration assistance for this position. To be considered, candidates must be authorized to work in the country of employment without requiring current or future sponsorship, including but not limited to H-1B, TN, or STEM OPT sponsorship.