Human Resources Business Partner

Position Overview

Our team is currently looking for an HR Business Partner for one of our clients in the LNG Industry.

Responsibilities & Essential Duties

• Guides leaders through change initiatives; assesses readiness, crafts communication plans, and measures adoption.
• Resolves escalated employee relations matters in partnership with ER and Legal, balances precedent and risk.
• Partners with Compensation and Talent Acquisition to align pay decisions with performance and market positioning; advise on differentiation.
• Leads workforce planning for a business area, models scenarios for growth, restructuring, or location changes.
• Facilitates leadership team effectiveness sessions and documents commitments.
• Drives succession planning and readiness for pivotal roles; defines development moves and timelines.
• Designs targeted retention strategies for high‑risk populations and tracks outcomes.
• Reviews policy exceptions and recommends consistent, value-aligned approaches.
• Performs other duties as assigned.

Qualifications (Education, Experience, & Skills)

• Typically requires a 4-year degree in a relevant field, or equivalent combination of relevant education and experience.
• Typically requires 5 years of related experience.
• Business Partnerships - Acts as a trusted advisor and builds strong relationships with colleagues and the business to drive business performance by demonstrating and applying a deep understanding of the business, the commercial context and the wider world of work to influence value drivers to optimize productivity.
• Human Resources Administration - Manages the administrative tasks of an organization's HR department, including a wide range of duties such as payroll and compensation, recruiting and staffing, performance and training, labor relations, administering employment benefits and organizational development.
• HR Strategy - The long-term plan the HR department designs to align human capital with the organization’s goals, ensuring the workforce contributes effectively to the company’s success.
• Employee Relationship Management - Developing and maintaining both the individual and collective relationships in the workplace, which covers the contractual, practical, as well as the physical and emotional dimensions of the employee-employed relationship.
• Talent Acquisition Management - The process of identifying, attracting, selecting, and retaining highly qualified individuals.
• HR Policy Development - The establishment, maintenance, and enhancement of human resources policies and procedures that govern employee behavior and organizational practices.
• Talent Management - The process of attracting, developing, retaining, and optimizing the performance of employees to meet the organization’s goals.
• People Management - Managing and optimizing the performance of employees within an organization by setting clear performance goals, providing feedback and coaching, conducting performance evaluations, and implementing strategies to improve employee productivity and engagement.
• Data Analysis - Measuring and managing organization data, identifying methodological best practices and conducting statistical analyses.
• Employee Lifecycle Management - The comprehensive view and management of the phases of an employee's career within an organization, including hiring, development, retention, and separation.

Opportunity Employer. The Global Edge Group, LLC does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.