Human Resource Business Partner

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.

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.

• 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.