Description

Job Summary: The Human Resources Business Partner (HRBP) serves as a strategic and consultative partner to business leaders and employees across the Texas Permanent School Fund Corporation. This role combines data-driven decision-making, strong business acumen, and HR expertise to design and implement people strategies that attract, develop, and retain top talent. The HRBP supports talent acquisition, workforce planning, employee engagement, performance management, compensation, and organizational effectiveness while ensuring compliance and alignment with Texas PSF’s strategic plan and corporate values. 

•  Talent Selection and Workforce Planning 
   Design and implement selection tools such as structured interviews, work samples, job knowledge tests, and behavioral assessments to evaluate candidate potential, readiness, and cultural fit.  
  Develop scalable hiring workflows for screening, interviewing, and decision making. Leverage HRIS/ATS systems such as Workday to automate and streamline processes and gain measurable insights, mitigating bias and ensuring consistency. 
  Implement and oversee onboarding processes to ensure smooth integration of new hires and alignment with organizational culture. Lead internship program planning and oversight, including onboarding, mentoring support, and measuring program success. 
   
• Data Analysis and HR Process Optimization 
   Conduct workforce data analysis on retention, turnover, and engagement to provide actionable insights and recommend process or policy improvements. Analyze HR tools and systems for validity and adverse impact. Conduct psychometric studies and partner with hiring managers to ensure HR programs and policies align with organizational goals. Monitor and evaluate program effectiveness through the use of metrics. \
   
• Compensation Analysis 
   Collaborate closely with the Compensation SME and PSF management to analyze workforce and market data, ensuring pay practices remain equitable and competitive. Assist in modeling compensation scenarios, preparing reports, and identifying trends that inform data-driven decisions. Translate complex analyses into actionable insights that support organizational planning and leadership decision-making. 
   
• General HR Operations 
   Support a variety of HR operations such as maintaining employee records, offboarding activities, and administering all leave requests (Special Leave, FMLA, Sick Leave Pool). Provide advice and assistance to employees regarding benefits, including retirement, health insurance, and optional coverage. Provide guidance and coaching to all employees as it relates to HR policies, procedures, and associated projects. 
   
• Employee Relations and Engagement 
   Act as a trusted advisor to managers and employees on performance, employee relations, policy interpretation, and workplace concerns. Promote employee engagement by utilizing Workday and partnering with managers to connect talent acquisition efforts with onboarding, recognition, and development initiatives. Assist with the implementation and ongoing employee engagement survey programs, including conducting surveys and exit interviews. Analyze both quantitative and qualitative data and make data-driven program and policy recommendations. 
   
  Required Minimum Qualifications – Education, Experience, Certifications, Licenses 
  Education: 
  -Graduation from an accredited four-year college or university with coursework in Industrial-Organizational Psychology, Human Resources, Organizational Behavior, Psychology, Business Administration, Statistics or Data Science, or similar. 
   
  Experience: 
  -5+ years of progressive HR experience with exposure to multiple HR disciplines such as employee relations, talent management, and data analytics. 
  -Proven ability to analyze HR data and generate insights that drive organizational decisions using Excel or another analysis tools. 
  -Designing or administering selection tools such as structured interviews, work samples, and assessments. 
  -Conducting job analysis and developing competency models. 
  -Familiarity with Workday including data management and reporting. 
  -Performing statistical analysis, validation studies, and adverse impact analysis. 
  -Supporting or leading internship or early talent programs. 
  -Employee engagement surveys. 
  -Professional training and facilitation. 
  -Experience in a complex, fast-paced, or financial environment preferred. 
   
  Knowledge, Skills, and Abilities 
  -Understanding test design, validation methods, reliability, and measurement principles. 
  -Deep understanding of HR principles, labor laws, and regulatory compliance (EEO, ADA, FMLA). 
  -Techniques for identifying critical knowledge, skills, and behaviors required for job success. 
  -Knowledge of different assessment types: structured interviews, employment tests, situational judgment tests, personality inventories, etc. 
  -Ability to analyze large data sets, detect patterns, and derive insights about assessment effectiveness. 
   
  Physical Requirements 
  -Ability to sit and work at a desk and computer for extended periods. Work requires mobility around the worksite routinely to carry out duties. This position may periodically require the ability to lift, carry, move and/or set up equipment and materials that weigh up to 15 pounds. 
  -Travel/Schedule Requirements 
  -Domestic travel up to 5%. 
  -Hybrid office/telework schedule. 
  -Ability to work/travel outside of normal business hours. 

Requirements

See Above