HR Business Partner (HRBP)

This role strictly requires recent, dedicated experience as an HR Business Partner (HRBP). Candidates who have held the official title of HRBP or Senior HRBP across multiple past employers (with at least one within the last 3 years) are strongly preferred.

Resumes reflecting generalist, HR manager, or back-office operational backgrounds without explicit, strategic HRBP experience will not be considered.

• Experience: Must have served in dedicated HR Business Partner or Senior HRBP roles (preferably 2+ previous HRBP titles, with at least one in the last 3 years).

• Core Competencies: Extensive hands-on experience in employee relations, workplace investigations, workforce planning, and organizational development.

• Regulatory Knowledge: Deep understanding of employment law and HR compliance (FMLA, ADA, FLSA, workplace safety).

• Education: Bachelor’s degree in HR, Business, Psychology, or a related field (preferred).

• Location/Travel: Ability to work a hybrid schedule out of our Allen Parkway office (Houston, TX 77019) with local travel to assigned Houston-area clinics.

• Experience in healthcare, multi-site clinics, FQHCs, or non-profit environments.

• Active SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Legacy Community Health is seeking a credible, practical, and highly consultative HR Business Partner to support leaders across our Houston-area clinics and business units.

As Legacy continues to evolve its HR model into a proactive, strategic advisory function, this role offers high visibility and real impact. You will serve as a trusted advisor to clinical and business leaders—balancing employee advocacy with business objectives, navigating complex employee relations, and supporting workforce planning.

This is not a transactional HR, HRIS, or payroll role. It is a hands-on, consultative partnership for an HR leader who thrives on building trust, coaching executives, and driving organizational change.

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  Strategic Advisory: Partner directly with clinic and operational leaders to diagnose people-related challenges, align workforce strategies with business goals, and offer clear, practical guidance.

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  Complex Employee Relations: Independently manage sensitive workplace investigations, performance management, corrective actions, conflict resolution, and compliance risks with sound judgment and empathy.

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  Leadership Coaching: Guide and upskill managers through difficult people decisions, performance issues, accountability, and team dynamics.

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  Workforce Planning & Change: Identify talent gaps, retention risks, and succession needs. Lead teams through organizational transitions and process updates.

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  Facilitation & Training: Regularly lead group presentations, HR "Business Hours," and leadership workshops with confidence.