HR Business Partner II - (Waco/Temple- Northwest Region)

Responsibilities As an HR Business Partner at H‑E‑B, you serve as a strategic advisor to store and regional leaders, directly influencing business performance and shaping success for our partners. In partnership with leaders, you will drive execution of new initiatives, manage change effectively, and align people strategies with operational priorities. Your day may include analyzing Partner Relations, engagement, and workforce data to identify trends, mitigate risk, and improve retention and productivity; visiting locations to evaluate leadership capability, bench strength, and readiness for future staffing needs; and advising leaders on performance, organizational structure, and succession planning. You’ll collaborate cross‑functionally with HR teams and Compensation to design roles, develop job families, and support pay strategies that enable growth and scalability. Day‑to‑day business needs will also be balanced with contributing to strategic project work, attending operational meetings, and provide clear, actionable guidance that supports both short‑term performance and long‑term organizational culture. Every day, you help leaders make better decisions, strengthen talent pipelines, reduce risk, and ensure our Partners and stores are positioned to grow and flourish. Job Summary: The HR Business Partner job family provides strategic and operational HR support to align workforce strategies with business objectives. These roles serve as trusted advisors to leaders, driving talent initiatives, organizational effectiveness, and compliance across the enterprise. Key Responsibility: Connects HR priorities to business outcomes within own area. Builds actionable insights and concise recommendations that help leaders choose among strategic options with clear benefit‑risk and cost implications. Escalates inconsistencies when narratives don’t match the data. Connects HR priorities to business outcomes while demonstrating empathy and listening in advisory conversations. Provides clear, fact-based input that helps leaders weigh options and make informed decisions. Coaches leaders on performance and engagement using structured methods. Reinforces company values and leadership expectations while providing constructive feedback that influences decisions. Interprets data trends (sales forecasts, turnover, tenure) and informs staffing decisions. Builds placement recommendations that balance skills, experience, and leadership mix. Identifies gaps and proposes training plans for ramp-up readiness. Guides leaders through transitions and models desired culture. Provides constructive feedback to improve adoption and readiness for future initiatives. Provides actionable insights to influence decisions. Connects workforce metrics (e.g., turnover, absenteeism, safety) to operational outcomes and flags anomalies for review. Builds clear summaries that help leaders understand implications without misinterpretation. Advises leaders on compliance and risk mitigation. Applies knowledge of FLSA, FMLA, ADA, OSHA, and local ordinances to workforce decisions. Escalates unresolved compliance issues and recommends corrective actions for training and policy gaps. Qualifications & Key Requirements: Career individual contributor in a professional role. Works independently, receiving general instructions on new assignments, and a review of outcomes for technical soundness. Possesses complete knowledge of role. Applies a broad range of theories, concepts, principles, and methodologies to assignments containing some elements of complexity. Majority of work is spent both independently planning and completing the design, implementation, and/or delivery of processes, programs, and/or policies. May coach, direct, oversee, or review the work of lower-level professionals. Networks with more senior internal and external stakeholders who may be unfamiliar with the area of specialty. Bachelor's degree or additional role-relevant experience. 5+ years of relevant experience preferred. Bachelor’s degree in Human Resources, Business, or related field preferred; equivalent experience considered Familiarity with HRIS and case management systems (Workday, Salesforce, or equivalent) Physical Demands & Working Conditions: Function in a fast-paced, office environment Travel by car or plane with overnight stays Work extended hours; sit for extended periods. Occasionally lift 20 lbs or more As an HR Business Partner at H‑E‑B, you serve as a strategic advisor to store and regional leaders, directly influencing business performance and shaping success for our partners. In partnership with leaders, you will drive execution of new initiatives, manage change effectively, and align people strategies with operational priorities. Your day may include analyzing Partner Relations, engagement, and workforce data to identify trends, mitigate risk, and improve retention and productivity; visiting locations to evaluate leadership capability, bench strength, and readiness for future staffing needs; and advising leaders on performance, organizational structure, and succession planning. You’ll collaborate cross‑functionally with HR teams and Compensation to design roles, develop job families, and support pay strategies that enable growth and scalability. Day‑to‑day business needs will also be balanced with contributing to strategic project work, attending operational meetings, and provide clear, actionable guidance that supports both short‑term performance and long‑term organizational culture. Every day, you help leaders make better decisions, strengthen talent pipelines, reduce risk, and ensure our Partners and stores are positioned to grow and flourish. Job Summary: The HR Business Partner job family provides strategic and operational HR support to align workforce strategies with business objectives. These roles serve as trusted advisors to leaders, driving talent initiatives, organizational effectiveness, and compliance across the enterprise. Key Responsibility: Connects HR priorities to business outcomes within own area. Builds actionable insights and concise recommendations that help leaders choose among strategic options with clear benefit‑risk and cost implications. Escalates inconsistencies when narratives don’t match the data. Connects HR priorities to business outcomes while demonstrating empathy and listening in advisory conversations. Provides clear, fact-based input that helps leaders weigh options and make informed decisions. Coaches leaders on performance and engagement using structured methods. Reinforces company values and leadership expectations while providing constructive feedback that influences decisions. Interprets data trends (sales forecasts, turnover, tenure) and informs staffing decisions. Builds placement recommendations that balance skills, experience, and leadership mix. Identifies gaps and proposes training plans for ramp-up readiness. Guides leaders through transitions and models desired culture. Provides constructive feedback to improve adoption and readiness for future initiatives. Provides actionable insights to influence decisions. Connects workforce metrics (e.g., turnover, absenteeism, safety) to operational outcomes and flags anomalies for review. Builds clear summaries that help leaders understand implications without misinterpretation. Advises leaders on compliance and risk mitigation. Applies knowledge of FLSA, FMLA, ADA, OSHA, and local ordinances to workforce decisions. Escalates unresolved compliance issues and recommends corrective actions for training and policy gaps. Qualifications & Key Requirements: Career individual contributor in a professional role. Works independently, receiving general instructions on new assignments, and a review of outcomes for technical soundness. Possesses complete knowledge of role. Applies a broad range of theories, concepts, principles, and methodologies to assignments containing some elements of complexity. Majority of work is spent both independently planning and completing the design, implementation, and/or delivery of processes, programs, and/or policies. May coach, direct, oversee, or review the work of lower-level professionals. Networks with more senior internal and external stakeholders who may be unfamiliar with the area of specialty. Bachelor's degree or additional role-relevant experience. 5+ years of relevant experience preferred. Bachelor’s degree in Human Resources, Business, or related field preferred; equivalent experience considered Familiarity with HRIS and case management systems (Workday, Salesforce, or equivalent) Physical Demands & Working Conditions: Function in a fast-paced, office environment Travel by car or plane with overnight stays Work extended hours; sit for extended periods. Occasionally lift 20 lbs or more