Human Resource Business Partner

Overview

As a strategic business leader and thought partner, this role plays a crucial part in shaping company strategy while aligning structure, talent, processes, and rewards. Serving as a culture champion and change agent, you will drive employee engagement, operational excellence, and business success. This role requires a proactive, solution-oriented mindset—balancing business alignment with efficiency, agility, and risk awareness. You will reinforce company culture while ensuring seamless HR service delivery.

Responsibilities

Strategic Partnership & Organizational Development

Collaborate with leadership to develop and execute people strategies that support business objectives.

Align organizational structure, talent, and processes with strategic goals.

Plan and facilitate business communications, department meetings, and key initiatives.

Provide insights and solutions for workforce planning, forecasting talent needs, and addressing skill gaps.

Employee Relations & Culture

Act as a trusted advisor to employees and managers, addressing concerns and fostering a positive workplace culture.

Manage and resolve employee relations issues, including counseling, disciplinary actions, and separations.

Drive engagement and retention by recommending policies and programs that enhance the employee experience.

HR Operations & Compliance

Oversee the execution of enterprise-wide and local HR initiatives.

Ensure compliance with federal, state, and local employment laws and company policies.

Continuously evaluate and improve HR policies, procedures, and operational efficiency.

Support and enforce employment policies, including attendance, layoff and recall procedures, and disciplinary actions.

Continuous Improvement & Innovation

Research and implement best practices in HR, focusing on business-aligned, pragmatic, and cost-effective solutions.

Promote a mindset of continuous improvement, agility, and urgency in HR operations.

Qualifications

5 years of HR experience, preferably supporting a field-based business in the energy or construction industry.

Strong expertise in employee and labor relations.

Proven ability to analyze data and translate insights into strategic recommendations.

Experience driving organizational development and managing transformational change.

Demonstrated leadership in hiring, developing, and inspiring talent.

Bachelor’s degree in HR Management or a related field (or equivalent experience); professional HR certification preferred.

Vision & Strategy : Ability to communicate a compelling vision that motivates teams.

Collaboration & Influence : Build strong partnerships and drive alignment across teams.

Customer Focus : Develop customer-centric solutions that meet business needs.

Trust & Integrity : Foster trust through honesty, transparency, and authenticity.

Organizational Savvy : Navigate complex policies and workplace dynamics effectively.

Team Building : Develop high-performing, engaged teams.

Conflict Management : Resolve workplace issues with professionalism and minimal disruption.

Action & Results-Oriented : Take initiative, operate with urgency, and consistently deliver results.

Decision Making & Accountability : Make timely, informed decisions and hold self and others accountable.

5 years of HR experience, preferably supporting a field-based business in the energy or construction industry.

Strong expertise in employee and labor relations.

Proven ability to analyze data and translate insights into strategic recommendations.

Experience driving organizational development and managing transformational change.

Demonstrated leadership in hiring, developing, and inspiring talent.

Bachelor’s degree in HR Management or a related field (or equivalent experience); professional HR certification preferred.

Vision & Strategy : Ability to communicate a compelling vision that motivates teams.

Collaboration & Influence : Build strong partnerships and drive alignment across teams.

Customer Focus : Develop customer-centric solutions that meet business needs.

Trust & Integrity : Foster trust through honesty, transparency, and authenticity.

Organizational Savvy : Navigate complex policies and workplace dynamics effectively.

Team Building : Develop high-performing, engaged teams.

Conflict Management : Resolve workplace issues with professionalism and minimal disruption.

Action & Results-Oriented : Take initiative, operate with urgency, and consistently deliver results.

Decision Making & Accountability : Make timely, informed decisions and hold self and others accountable.

Strategic Partnership & Organizational Development

Collaborate with leadership to develop and execute people strategies that support business objectives.

Align organizational structure, talent, and processes with strategic goals.

Plan and facilitate business communications, department meetings, and key initiatives.

Provide insights and solutions for workforce planning, forecasting talent needs, and addressing skill gaps.

Employee Relations & Culture

Act as a trusted advisor to employees and managers, addressing concerns and fostering a positive workplace culture.

Manage and resolve employee relations issues, including counseling, disciplinary actions, and separations.

Drive engagement and retention by recommending policies and programs that enhance the employee experience.

HR Operations & Compliance

Oversee the execution of enterprise-wide and local HR initiatives.

Ensure compliance with federal, state, and local employment laws and company policies.

Continuously evaluate and improve HR policies, procedures, and operational efficiency.

Support and enforce employment policies, including attendance, layoff and recall procedures, and disciplinary actions.

Continuous Improvement & Innovation

Research and implement best practices in HR, focusing on business-aligned, pragmatic, and cost-effective solutions.

Promote a mindset of continuous improvement, agility, and urgency in HR operations.