Senior Human Resources Business Partner

About the role

The Senior Human Resources Business Partner will lead the HR function for both sites, acting as the strategic liaison for Operations, Legal and other support areas. The role focuses on building trust between leaders and teams, monitoring organizational health, and translating business insights into concrete actions that improve attrition, climate and employee experience.

Key responsibilities

• Serve as the senior HR point‑of‑contact for internal and external high‑impact stakeholders across both locations.
• Coach account leaders on designing effective team conversations, providing behavioral pattern analysis and feedback.
• Proactively identify and address performance, absenteeism, turnover or climate issues, proposing concrete action plans.
• Conduct listening sessions with employees throughout their lifecycle to inform climate, absenteeism and turnover strategies.
• Track and evaluate agreements with leaders, escalating changes when necessary.
• Coordinate resources, tools and corporate People services (One Source, training, development, compensation) to build leader and team competencies.
• Analyze absenteeism, turnover, climate and culture metrics (surveys, NPS, VoC) and develop improvement plans with account leaders.
• Directly intervene in high‑impact conflict cases, designing and implementing employee experience actions.
• Lead change‑management initiatives for operational transformations.
• Analyze exit interviews, identify root causes of turnover and create preventive retention strategies.
• Maintain regular floor presence in San Pedro Sula and during scheduled trips to Tegucigalpa, acting as the HR reference.
• Mentor junior HRBPs and raise conversational and negotiation standards across the HR team.

Required profile

• University degree in Human Resources, Psychology, Communication or related fields.
• Complementary training in Coaching and/or related disciplines.
• Senior‑level experience handling complex HR situations and high‑stakes negotiations.
• Strong analytical ability to interpret HR metrics and translate them into actionable plans.
• Excellent interpersonal skills to build trust with leaders and employees.

Required skills