Human Resources Business Partner

Benefits

Additional Information

Four dynamic, integrated companies make up the Transwestern enterprise, giving us the perspective to think broadly, deeply and creatively about commercial real estate. Clients and investors rely on us for expertise that spans institutional and opportunistic investment, development, hospitality, and brokerage and asset services. Our award-winning, collaborative culture empowers team members with resources and independence to work across boundaries in pursuit of innovative solutions, reinforcing a reputation for service excellence that translates to measurable results. Through offices nationwide and alliance partners around the globe, we positively impact the built environment and our communities while fostering a work climate that champions career vitality for all. Learn more at transwestern.com and @Transwestern. Part of the Transwestern companies, Transwestern Real Estate Services (TRS) strives to add value for investors, owners, and occupiers across all commercial property types. Fueled by a holistic perspective of the real estate life cycle, agility and creativity are hallmarks of our approach, while vast national resources and sound market intelligence underpin customized recommendations and property solutions. Transwestern is built on a common purpose - Empowering Good People to do Extraordinary Things Together . We are committed to the hiring of smart, passionate, hard-working people who understand the benefits of both collaboration and independence. POSITION SUMMARY: The Human Resources Business Partner will act as a trusted advisor and strategic consultant to leadership, management, and team members across Transwestern's platform. This role is responsible for aligning HR initiatives with organizational objectives, fostering strong relationships across departments, and providing data-driven insights to support key business decisions. The Human Resources Business Partner serves as a catalyst for change, ensuring that talent strategies directly contribute to the firm's competitive advantage and long-term growth. POSITION ESSENTIAL FUNCTIONS Cultivate collaborative relationships with senior leadership to translate business goals and organizational challenges into actionable HR strategies, providing expert guidance on organizational design, change management, and people-centric initiatives to improve operational performance. Consult with management to assess team development needs and execute talent management activities, including succession planning, career pathing, and morale-building initiatives designed to influence higher productivity and retention. Serve as a trusted advisor to managers and team members on employee relations matters, including the resolution of workplace concerns, performance improvement plans (PIPs), and the consistent application of recognition and advancement practices. In partnership with Senior Human Resources Business Partner, collaborate with Legal and Risk Management to minimize organizational exposure by providing expert guidance on employment law, ensuring all people-related decisions uphold the firm's standards and procedural integrity. In collaboration with Senior Human Resources Business Partner, provide strategic HR oversight and transition support for mergers and acquisitions, ensuring compliance and operational continuity throughout the integration process. Utilize people data and metrics to identify trends, diagnose systemic issues, and provide recommendations to leadership that drive informed business decisions. Partner across HR functions to develop and communicate HR policies and procedures to ensure consistency and alignment of human resources practices across different regional markets or business units. Collaborate with the Talent Solutions team to define workforce needs and ideal candidate profiles, ensuring a seamless transition from the hiring phase to onboarding and long-term integration. Partner with Total Rewards and leadership during annual compensation, bonus cycles, and market adjustments to ensure market competitiveness, internal equity, and alignment with the firm's total rewards philosophy. Perform other related duties and special projects as assigned to support the evolving needs of the business and the HR department. P OSITION REQUIREMENTS A bachelor's degree with emphasis in human resources, business, or related field. PHR, SHRM- CP, SPHR or SHRM-SCP designation a plus. A minimum of 2 to 4 years of experience. Preference for experience gained, at least in part, at a professional services, financial services, or hospitality organization. Commercial real estate, professional, financial, investment services, or hospitality experience is preferred. Hospitality, commercial real estate, professional, financial, or investment services experience is preferred. Proficient with HR Information Systems (HRIS); prefer Workday. Advanced proficiency with Microsoft Word and Excel. In-depth understanding of U.S. labor laws (federal, stat