Title: Human Resource Business PartnerLocation: Houston, TX Position Summary:The Human Resources Business Partner serves as a strategic partner to Business Unit and Regional leadership, providing HR advice and directing an HR agenda that closely supports Kuraray America's organizational goals and financial objectives. The role is responsible for specifying, developing, and managing the implementation of HR policies, frameworks, and programs within an assigned BU or region, operating within Kuraray's global and regional HR governance model.
Responsibilities:Strategic Business Partnership- Act as an HR business partner to BU and Regional leadership, providing authoritative specialist advice to enable effective decision-making, policy implementation, and change initiatives.
- Develop and direct an HR agenda aligned with business strategy, workforce priorities, and organizational objectives.
- Manage partnering relationships with internal clients, building high levels of professional credibility, trust, and influence.
HR Policy and Compliance- Take responsibility for specifying underlying procedures, monitoring implementation, and ensuring compliance with internal governance and external regulatory requirements.
- Interpret and apply HR policies consistently across the BU or region, escalating only the most complex or enterprise-wide issues as appropriate.
Strategic Workforce Planning- Develop key strategic insights using internal and external data to inform workforce planning and organizational design.
- Analyze complex resourcing scenarios to support the development and execution of strategic workforce plans at the BU or regional level.
- Advise leadership on organizational structure, staffing levels, and capability needs based on business and market trends.
HR Frameworks and Tools- Identify requirements for HR frameworks and tools covering:
- Talent acquisition and onboarding
- Performance management and development
- Career and succession planning
- Compensation and benefits
- Diversity, equity, and inclusion
- Specify framework design and manage development and implementation, ensuring alignment with HR standards, integration across HR processes, and compliance with legal requirements.
- Enable the attraction, development, and retention of talent at a sustainable cost.
Employee Relations and Risk Management- Investigate and propose solutions for very complex and/or contentious employee relations cases in partnership with line management.
- Coordinate the organization's response to employment-related legal matters, including contributing to legal submissions and ensuring accurate, timely case management.
- Serve as a subject matter expert on employment law, employee relations, and HR best practices across the U.S. and applicable international contexts.
HR Data Analytics and Insights- Investigate complex hypotheses using a broad range of HR and business data to diagnose underlying causes of organizational issues.
- Identify trends and opportunities to enhance employee engagement, retention, and business performance.
- Provide data-driven insights and recommendations to BU and Regional leadership.
Change and Transformation- Manage projects or substantial workstreams within HR transformation and change initiatives.
- Apply structured change management methodologies to build acceptance, embed desired behaviors, and support cultural evolution.
- Promote consistent, high-impact HR practices across the organization.
HR Data Management- Specify, develop, and test HR data collection procedures and tools within the area of responsibility to ensure data quality, governance, and regulatory compliance.
- Support continuous improvement in HR reporting, analytics, and decision support.
Professional Capability and Thought Leadership- Act as a subject matter expert in HR policy, employment regulation, and HR operating practices.
- Maintain up-to-date knowledge of emerging regulation, technology, and industry best practices through continuous professional development.
- Contribute to the development of HR capability and effectiveness across the broader HR organization.
Minimum Qualifications:- Bachelor's degree or higher in Human Resources, Business, or related field.
- Minimum of 10 years of exempt-level HR experience.
- Broad HR expertise including compensation, employee relations, performance management, and organizational design.
- Labor relations experience preferred
- DDI certification preferred
- Comprehensive knowledge of U.S. labor law and general understanding of international employment law.
- Strong business acumen, including ability to interpret financial reports such as income statements and balance sheets.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
- Experience with HR integration, transformation, and strategic initiatives.
- Strong investigative skills and ability to manage complex employee relations cases.
- Proficiency in coaching, facilitation, and change management expertise.
- Proficiency in project management and balancing multiple priorities.
- Experience with global compensation/benefits program development
- Outstanding verbal and written communication, presentation, interpersonal, creative thinking, consulting, and analytical skills.
- Ability to prioritize work to manage multiple projects to meet deadlines.
- Excellent problem-solving/decision-making skills.
- Ability to multi-task
- Candidates must have a valid driver's license.
Competencies:
- Customer Focus
- Building strong customer relationships and delivering customer-centric solutions.
- Business Insight
- Applying knowledge of business and the marketplace to advance the organization's goals.
- Cultivates Innovation
- Creating new and better ways for the organization to be successful.
- Action Oriented
- Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
- Ensures Accountability
- Holding self and others accountable to meet commitments.
- Drives Results
- Consistently achieving results, even under tough circumstance
- Collaborates
- Building partnerships and working collaboratively with others to meet shared objectives.
- Values Difference
- Recognizing the value that different perspectives and cultures bring to an organization
- Communicates Effectively
- Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
- Courage
- Stepping up to address difficult issues, saying what needs to be said.
- Instills Trust
- Gaining the confidence and trust of others through honesty, integrity, and authenticity.
- Situational Adaptability
- Adapting approach and demeanor in real time to match the shifting demands of different situations.
We offer a competitive compensation package that includes base pay and an annual incentive. This program is designed to reward individual performance and align overall rewards with corporate and team performance.
Our employees benefit from a robust healthcare package that includes wellness reimbursements, along with generous perks such as three weeks of paid time off, ten company holidays, paid parental leave, education reimbursement, and a matching 401k plan, among other offerings.
Learn more at 
