HR Business Partner (Hybrid) - Contract to Permanent

HR Business Partner

Legacy Community Health | Houston, TX

Hybrid | Corporate Office + Local Clinic Support

Contract-to-Perm Opportunity

$80,000 - $97,000 Base Salary ($38.46 - $46.63/hour Contract Rate)

Legacy Community Health is seeking an HR Business Partner to join its Human Resources team in Houston, TX. This is a highly visible, hands-on HRBP role supporting leaders across a designated group of clinics and business areas within a mission-driven healthcare organization.

This opportunity is ideal for an experienced HR professional who has operated as a dedicated business partner—someone who can advise leaders, navigate complex employee relations matters, support workforce planning, and help drive organizational change. Legacy is looking for a credible, practical, and thoughtful HRBP who can balance employee advocacy with business needs while building trust with leaders and team members.

This is not a transactional HR role. The right person will be comfortable serving as a trusted advisor, not just a policy interpreter.Why This Role Stands Out

• Step into a visible HRBP role inside a mission-driven healthcare organization.
• Partner directly with leaders on employee relations, workforce planning, and organizational effectiveness.
• Join an HR team that is evolving into a stronger consultative and strategic partner to the business.
• Do meaningful work that supports teams serving communities across Greater Houston and the Gulf Coast region.

Position Details

• Employer: Legacy Community Health
• Primary Location: Legacy Allen Parkway, 2929 Allen Parkway, Houston, TX 77019
• Work Model: Hybrid, with a combination of corporate office presence, remote work, and local clinic visits as needed
• Travel: Local travel to assigned Houston-area clinics as business needs require
• Position Type: Full-time, contract-to-potential-perm opportunity
• Compensation: $80,000 - $97,000 base salary range / $38.46 - $46.63 hourly rate for contract (placement within scale based on experience and education)
• Department: Human Resources

About the Role

The HR Business Partner will support leaders across assigned clinics or business areas by providing strategic and hands-on HR guidance. This person will help leaders address people-related challenges, manage employee relations matters, support organizational effectiveness, and align HR solutions with business priorities.

Legacy is currently evolving its HR model with a focus on becoming stronger consultants, strategic partners, and trusted advisors to the organization. This role will be part of that shift. The successful candidate will bring sound judgment, strong communication skills, business acumen, and the ability to engage with leaders in a thoughtful, direct, and solutions-oriented way.

The best candidate will be able to speak clearly about real HRBP work they have done—including what they personally handled, who they partnered with, how they approached the situation, and what the outcome was.What You'll Do

• Serve as a Trusted HR Advisor: Partner directly with leaders to understand business needs, identify people-related challenges, and provide practical HR guidance. Build credibility with leaders by listening actively, asking thoughtful questions, and offering sound recommendations.
• Handle Complex Employee Relations Matters: Manage and advise on sensitive employee relations issues, including workplace investigations, performance concerns, corrective action, policy interpretation, conflict resolution, documentation, and risk mitigation. Balance empathy for employees with the need to protect the organization.
• Coach and Influence Leaders: Guide leaders through difficult employee situations, helping them make thoughtful, compliant, and business-aligned decisions. Provide coaching on performance management, communication, accountability, documentation, and leadership effectiveness.
• Support Workforce Planning: Partner with leaders to identify talent gaps, staffing needs, retention concerns, succession risks, and organizational needs. Help translate workforce challenges into practical action plans.
• Drive Change Management and Process Improvement: Support organizational change, HR initiatives, process improvements, and business transformation efforts. Help leaders communicate change effectively and align teams around new expectations, processes, or priorities.
• Facilitate Trainings and Leader Discussions: Participate in HR-led trainings, leader labs, business hours, presentations, and facilitated discussions. The role requires comfort speaking in front of groups, presenting HR topics, and leading thoughtful conversations with leaders and employees.
• Partner Cross-Functionally: Collaborate with HR colleagues, recruiting, operations, compliance, and other internal partners to support business priorities and deliver consistent HR solutions.

What Success Looks Like

A successful HR Business Partner at Legacy will be someone who can:

• Build trust with leaders and employees
• Give clear, practical HR guidance
• Handle complex employee relations issues with sound judgment
• Influence leaders without relying only on authority
• Communicate directly and professionally
• Listen actively and adapt to the audience
• Support change with confidence and empathy
• Connect HR solutions to business outcomes
• Take ownership while also partnering well with others
• Remain humble, coachable, and self-aware

Legacy values candidates who are authentic and grounded. You do not need to have a perfect answer for every situation, but you should be able to explain how you think, how you approach challenges, and what you have learned from your experience.What This Role Is Not

• This is not primarily an HRIS, payroll, benefits, or back-office HR operations role.
• This is also not a role for someone who wants to remain removed from day-to-day employee relations or leader support. While the position is strategic, it is also very hands-on. Legacy needs someone who can operate at both levels: advising leaders strategically while also helping resolve real employee and workplace issues.

Ideal Background and Screening Focus

We are hyper-focused on identifying candidates who have spent their recent career years specifically in an HRBP role. Because our needs are focused on specific, recent experience, please note the following:

• Target Candidates: We are looking for true HRBP candidates who are currently in the role or have been recently (within the last 3 years). HRBP experience is the top priority for this search.
• Not a Fit: Resumes without dedicated HRBP experience listed, or those who have primarily held alternative HR management titles (e.g., HR Manager, HR Director, Talent Manager) despite potential functional overlap, are generally not preferred. To ensure we respect your time and ours, we ask that you only apply if you have current or very recent dedicated HRBP experience.

Minimum Qualifications

• Experience Duration: Minimum 3+ years in a dedicated HR Business Partner role within the last 3 years (non-negotiable).
• Total Experience: 7+ years of progressive HR experience.
• Title Requirement: Dedicated "HRBP" / "Human Resources Business Partner" title explicitly listed on the resume.
• Core Competencies: Strong experience in complex employee relations, strategic coaching of business leaders, and relationship building.
• Compliance: Knowledge of employment laws and HR compliance areas such as FMLA, ADA, FLSA, corrective action, documentation, and workplace investigations.
• Education: Bachelor's degree in Human Resources, Business, Psychology, Organizational Development, or a related field preferred.
• Communication: Strong presentation, judgment, business acumen, and verbal/written communication skills.

Preferred Qualifications

• Healthcare, clinic, hospital, multi-site, nonprofit, or regulated-industry experience.
• Experience supporting leaders across multiple locations or business units.
• Workforce planning, retention, succession planning, or organizational design experience.
• Change management or process improvement experience.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Interview Preparation

Candidates should be ready to discuss specific examples using the STAR method: Situation, Task, Action, Result. Legacy will want to understand:

• A complex employee relations issue you personally handled
• A time you coached a leader through a difficult employee situation
• A change management initiative you supported
• Your experience with workforce planning or talent gaps
• A time you influenced a stakeholder who disagreed with your recommendation
• Presentations, trainings, or leader facilitation you have led
• What being a strategic HR Business Partner means to you

The team values real examples over rehearsed answers. Be prepared to explain what happened, what you personally did, who you partnered with, what the outcome was, and what you learned.About Legacy Community Health

As the largest Federally Qualified Health Center (FQHC) in Southeast Texas, Legacy Community Health has been delivering comprehensive, high-quality, and affordable health care for nearly 40 years. With more than 50 clinics across the Greater Houston and Gulf Coast region, we continue to grow strategically and invest in our communities.

By innovating how care is delivered, we have stayed at the forefront of connecting our communities to health—every day, in every way. At Legacy, we know our success is powered by our people. We are always looking for talented, passionate individuals who want more than a job—they want a meaningful career that makes a real impact.Mission & Core Attributes

At Legacy Community Health, our mission— Driving healthy change in our communities —guides everything we do. To fulfill this mission, every team member is expected to embody the following core attributes in their daily work:

• Approachable & Collaborative: We bring our expertise without ego. In a collaborative healthcare environment, humility fosters trust and teamwork. Our employees value diverse perspectives, seek input from others, and are unafraid to acknowledge when they need help. We stay grounded in our purpose: to serve patients and communities with compassion and humility.
• Driven & Committed: We are driven by a deep commitment to excellence in patient care and organizational improvement. Our employees take initiative, embrace challenges, and go the extra mile to support our mission. Whether improving patient outcomes, streamlining processes, or stepping up in times of need, we are always striving to drive healthy change.
• Perceptive & Thoughtful Communicators: We value emotional intelligence as much as clinical or technical skill. Our team members demonstrate sound judgment, cultural sensitivity, and the ability to navigate complex situations with empathy and professionalism. They communicate clearly and respectfully with patients, families, and colleagues, building trust and fostering a safe, inclusive environment for all.

Benefits

Contracted as an employee through Ascend Sync:

• Paid Time Off
• 401k with Match

Legacy Community Health offers a competitive benefits package if offered a full-time permanent position, which may include:

• Medical, dental, vision, and pharmacy coverage
• 403(b) retirement plan with employer match
• Employer-provided basic life insurance and AD&D coverage
• Long-term disability coverage
• Optional voluntary life insurance
• Employee Assistance Program for mental health, stress, legal, and financial support
• Caregiving and family support programs
• Life-event support, including bereavement leave
• $0 copays for medical visits at Legacy locations
• $0 copays for prescriptions filled at Legacy pharmacies
• Professional development opportunities
• Collaborative and mission-driven work environment

*Benefit eligibility may vary based on employment classification.*Why This Opportunity

This is a strong opportunity for an HR professional who wants to do meaningful HRBP work in a healthcare environment where the HR team is intentionally evolving into a more strategic, consultative model. If you can build trust with leaders, handle complex employee matters, support change, communicate clearly, and bring both strategy and hands-on execution, this role may be a strong fit.