Director, Human Resources

SkyVest Renewables (“SkyVest”) is a renewable power generation platform backed by ArcLight Capital Partners (“ArcLight”). Through affiliates of ArcLight, SkyVest acquires, operates and optimizes operating utility-scale wind, solar and BESS assets throughout the U.S., applying value-added strategies and best-in-class operations to maximize asset value. Since its launch in July 2024, SkyVest has emerged as a premier platform for operating renewable assets, growing its asset portfolio to 1,500 MW of wind and solar assets in PJM, ERCOT, CAISO, SPP and MISO. SkyVest is headquartered in Newtown, PA with offices in Houston, TX.

About ArcLight Capital Partners

ArcLight is a leading private equity firm focused on energy and infrastructure, founded in 2001. With deep sector expertise, ArcLight has invested in more than 65 gigawatts of power generation and over 47,000 miles of transmission and distribution infrastructure, representing approximately $80 billion in total enterprise value. The firm is known for its operationally driven investment approach and maintains a large internal team alongside a network of over 2,000 asset management professionals. ArcLight has a strong track record in renewables and energy transition assets, including solar, battery storage, hydroelectric, and natural gas infrastructure.

About This Position

Location: Newtown, PA or Houston, TX

Reports to: Chief Executive Officer

The Director of Human Resources is key member of the leadership team, reporting directly to the Chief Executive Officer. This role is fundamentally about people — attracting, developing, and retaining the exceptional talent required for a best-in-class platform in the energy industry, and cultivating a culture of excellence, accountability, and safety that becomes a genuine competitive advantage. The Director will build the HR function and team from the ground up, establishing the systems, practices, and standards befitting a premier organization. A significant part of the role involves supporting an active M&A program, including HR due diligence and workforce integration across acquisitions. The Director also oversees full-cycle recruiting, PEO and benefits administration, and all core HR operations. The ideal candidate is a people-first leader with the vision to build something exceptional, the operational discipline to execute it, and the credibility to attract top-tier talent to a company that takes quality seriously in everything it does.

Key Responsibilities

Talent Acquisition & Workforce Planning:

• Design and lead a full-cycle recruiting strategy to attract top candidates across the renewable power generation industry.
• Build and maintain a proactive talent pipeline for critical and hard-to-fill roles, including for M&A, finance, operations and engineering functions.
• Partner with department leaders and the CEO to forecast staffing needs and develop workforce plans aligned with company growth objectives.
• Develop employer branding and recruitment marketing initiatives to position the company as an employer of choice in the energy sector.
• Establish recruiting metrics, reporting cadences, and continuous improvement practices to ensure efficient and effective hiring processes.
• Manage relationships with external recruiters, staffing agencies, and universities as needed.

HR Team & Infrastructure Development:

• Build and lead the HR team from the ground up, including hiring, developing, and managing HR staff as the company scales.
• Establish and maintain HR policies, procedures, employee handbooks, and standard operating practices tailored to a power generation environment.
• Implement and administer an HRIS and applicant tracking system (ATS) to support efficient HR operations and data-driven decision making.
• Develop onboarding and orientation programs that reflect the company's culture, safety standards, and operational requirements.
• Collaborate with senior leadership to define and reinforce company culture, core values, and employee engagement initiatives.

PEO & Benefits Administration:

• Serve as the primary liaison and manager for the company's Professional Employer Organization (PEO), overseeing the relationship, service delivery, and performance of the PEO.
• Oversee the administration of employee benefits programs including health, dental, vision, retirement plans, and ancillary benefits through the PEO platform.
• Conduct periodic reviews of PEO services, costs, and benefit offerings to ensure competitive positioning and cost-effectiveness.
• Educate employees on available benefits and ensure timely, accurate enrollment and changes; resolve escalated benefits issues.
• Evaluate the long-term suitability of the PEO model and make recommendations regarding insourcing or transitioning benefits administration as the company grows.

Employee Relations & Compliance:

• Serve as a trusted advisor to management and employees on all HR-related matters, including performance management, conflict resolution, and corrective action.
• Ensure consistent application and enforcement of HR policies, and manage employee relations matters with discretion, fairness, and legal compliance.
• Maintain compliance with all applicable federal, state, and local employment laws and regulations.
• Partner with legal counsel and safety teams on workplace investigations, accommodation requests, and regulatory matters.
• Administer leave programs including FMLA, workers' compensation, and other statutory leaves.

Performance Management & Learning:

• Design and implement a performance management framework including goal-setting, mid-year check-ins, and annual reviews.
• Identify learning and development needs and create or source training programs — including mandatory safety and regulatory training — in partnership with operations leaders.
• Support succession planning and career development pathways for high-potential employees.
• Provide coaching to managers on effective performance conversations and employee development.

Compensation & Total Rewards:

• Develop and maintain a competitive compensation philosophy and structure, including job leveling, pay bands, and annual review processes.
• Conduct market benchmarking to ensure compensation is competitive within the power generation and energy sectors.
• Advise leadership on compensation decisions, promotion adjustments, and new hire offers.

Mergers, Acquisitions & Integration:

• Serve as the lead HR partner on all M&A transactions, working closely with the CEO, legal counsel, and deal teams from early-stage diligence through post-close integration.
• Lead HR due diligence on target companies, including assessment of workforce composition, compensation and benefits structures, employment agreements, labor relations, benefit plan liabilities, HR compliance posture, and cultural fit.
• Develop and execute comprehensive HR integration plans for each acquisition, including Day 1 readiness, workforce communications, benefits harmonization, HRIS migration, and policy alignment.

Preferred Background

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Minimum of 8-10 years of progressive HR experience
• Proven experience building HR functions, teams, and infrastructure in a growth or startup environment.
• Demonstrated success leading full-cycle recruiting for a wide range of functions resulting in the hiring of top talent for corporate and operational roles.
• Experience supporting M&A activity in an HR capacity, including due diligence, integration planning, workforce restructuring, and benefits harmonization.
• Experience managing or overseeing a PEO relationship and/or benefits administration.

Qualifications And Skills

• Strong knowledge of federal and state employment law, with the ability to apply it practically in an operational business environment.
• Exceptional interpersonal and communication skills; able to build trust with executives, managers, and frontline employees alike.
• Strategic thinker with the ability to roll up sleeves and execute with urgency in a deal-paced, high-growth environment.
• High level of integrity, discretion, and sound judgment - particularly in handling sensitive M&A information and employee relations matters.
• Proficiency with HRIS platforms, ATS systems, and MS Office tools; experience with multi-entity HRIS configurations a plus.
• Strong project management skills with the ability to manage multiple deals and HR workstreams simultaneously without sacrificing quality.
• Data-driven approach to HR metrics, integration tracking, and workforce reporting.
• Driven, self-starter with a passion for excellence.
• Ability to travel.
• May require extended hours.

Physical And Sensory Requirements

• Mostly sedentary work; using standard office equipment including: a computer, keyboard, and telephone.
• Position is based in either Newtown, PA or Houston, TX.
• Position requires some travel to other SkyVest and ArcLight offices, as well as to generation assets.