HR Business Partner II

Arthur J. Gallagher · San Antonio

Responsibilities

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 Responsibilities & Essential Functions:

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.
Coach 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.
Applies full HRBP expertise to varied culture and communication needs. Evaluates situations, resolves most issues, and flags themes that need broader attention.

The responsibilities and essential functions outlined above describe the general nature and level of work assigned to this position. This is not an exhaustive list of all duties, responsibilities, and skills required. Duties and responsibilities may be modified at any time based on business needs. Employees may be required to perform other job-related tasks as requested by their supervisor, subject to reasonable accommodations.

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.

Work Experience:

5+ years of relevant experience preferred

Knowledge/Skills/Abilities:

Familiarity with HRIS and case management systems (Workday, Salesforce, or equivalent)

Education:

Bachelor’s degree in human resources, Business, or related field preferred; equivalent experience considered

Licenses/Certifications:

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

The work environment characteristics described here are representative of those a Partner encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Last revised: 01/09/2026

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.
Coach 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.
Applies full HRBP expertise to varied culture and communication needs. Evaluates situations, resolves most issues, and flags themes that need broader attention.