HRBP and Employee Relation Specialist

Richardson, TX

Headquartered in Richardson, TX, Service Experts Heating, Air Conditioning & Plumbing provides HVAC and plumbing repair, maintenance, new equipment sales, and related services to residential and commercial customers. Our more than 86 service locations across 29 states in the United States employ over 3,500 Experts—allowing us to serve an average of 3,200 homes and businesses each working day.

Position Description:

The HRBP and Employee Relations/Compliance Specialist is a key individual contributor responsible for managing complex employee relations matters, ensuring HR compliance with internal policies and external regulations, designing and maintaining employment-related documentation, and supporting HRBP activities for corporate functions. This role serves as a subject matter expert in employment practices, workplace investigations, HR policy governance, and business partnership, ensuring the organization’s commitment to ethical, compliant, and high‑performing people practices.

The incumbent will lead complex investigations with objectivity and discretion, oversee policy governance and documentation, and partner with Legal, HR leadership, and corporate function leaders to ensure compliance and strong managerial capability. Equally critical, this role will coach and enable leaders across the organization to manage performance, behavior, and employee experience with consistency and confidence.

This position serves as both a strategic guardian of workplace integrity and a trusted HR Business Partner to corporate functions, fostering a culture of fairness, accountability, and operational excellence.

The position reports to the SVP Human Resources.

Roles and Responsibilities:

Strategic HR Business Partnership (Corporate Functions)

• Serve as the primary HR Business Partner for designated corporate functions (e.g., Finance, IT, Legal, Marketing), providing strategic guidance on people, capability, workforce planning, and organizational effectiveness.
• Partner with functional leaders to diagnose organizational challenges, develop talent strategies, and support execution of business priorities from an HR perspective.
• Analyze people data, trends, and metrics to influence decisions, identify risks or opportunities, and recommend solutions that support business objectives.
• Partner with Talent Acquisition, Total Rewards, HR Operations, and L&D to ensure seamless HR support and execution of talent programs.
• Support change management efforts, including communication, training, planning, and leader readiness for new initiatives or reorganizations.
• Build leader capability by coaching managers on feedback, conflict management, career development conversations, and accountability.
• Serve as a culture ambassador, reinforcing company values, leadership expectations, and talent philosophy across corporate teams.

Strategic Employee Relations & Risk Mitigation

• Act as a trusted advisor to HR leadership and business leaders, identifying potential employee relations risks before they escalate.
• Conduct prompt, impartial investigations into workplace complaints—ensuring a fair, thorough, and well-documented process that mitigates reputational and legal exposure.
• Establish consistent protocols for investigation handling, documentation, and corrective action, ensuring organizational alignment.
• Maintain metrics and insights on trends to proactively address systemic or behavioral issues across the company.

• Develop and deliver training on HR compliance and employee relations topics.

Policy Governance & Compliance Leadership

• Own the full lifecycle of HR policy governance—reviewing, updating, and communicating HR policies, employment agreements, and compliance documentation.
• Lead the annual refresh of the Employee Handbook, ensuring it reflects best practices, regulatory updates, and company values.
• Partner with Legal to ensure all employment practices comply with applicable laws and align with risk mitigation strategies.
• Support audits and compliance reviews related to labor and employment matters, ensuring documentation integrity and readiness.
• Create and maintain offer letter templates, termination language, severance agreements, and mutual separation documents.
• Ensure compliance with non-compete clauses, bonus plans, clawback provisions, and other employment terms.

Manager Capability & Organizational Culture

• Build leader capability by developing training and toolkits on effective feedback, coaching, performance management, and conflict resolution.
• Partner with HRBPs to elevate manager accountability and consistency in handling employee issues.
• Promote a culture of transparency and fairness by embedding proactive communication, documentation discipline, and performance rigor.

Continuous Improvement & Governance

• Identify trends and emerging risks from investigations or exit interviews to inform policy, process, and cultural improvements.
• Collaborate with HR Analytics and Strategic Initiatives teams to produce ER dashboards and data-driven insights for leadership decisions.
• Champion a continuous improvement mindset, leveraging root cause analysis to reduce recurring issues and improve employee experience.

Skills & Experience:

• Bachelor’s degree in Human Resources, Business, or related field (Master’s preferred).
• 8+ years of HR experience, with at least 3 years in employee relations, compliance, or employment law.
• Experience providing strategic HRBP support to functional leaders is strongly preferred.
• Proven ability to lead investigations and provide sound, balanced recommendations.
• Strong understanding of federal and multi‑state employment law (EEOC, FLSA, ADA, FMLA, etc.).
• Demonstrated experience influencing leaders and resolving complex HR/ER issues in dynamic environments.
• Exceptional written and verbal communication; able to produce defensible documentation and reports.
• Strategic thinker with strong judgment, discretion, and integrity.
• Ability to manage sensitive matters with discretion and professionalism.
• PHR/SPHR or SHRM‑CP/SHRM‑SCP certification is preferred.