Senior Human Resources Business Partner

HR Leader, Field Service Operations

Location: Mesa, Arizona

Reports to: Vice President, Human Resources

Company Overview:

XNRGY is on track to become the fastest U.S. industrial manufacturing company to reach $1B in revenue.

XNRGY Climate Solutions is a leading North American provider of sustainable design and advanced manufacturing for custom air handling (CRAH) and liquid cooling systems (Chillers). Operating from Mesa, Arizona and Montreal, Canada, XNRGY is in a period of rapid growth, having launched two advanced manufacturing facilities in under a year to meet rising demand for energy‑efficient HVAC solutions supporting AI and data center infrastructure.

What Makes This Role Different

This is not a traditional HRBP role.

XNRGY is undergoing rapid growth across Advanced Manufacturing and the buildout of a nationwide Field Service organization that does not yet exist in its final form. This role sits squarely at the center of that growth. This HR Leader will help plan, build, and execute that service organization from the ground up, partnering closely with executive operational leaders to turn strategy into reality.

The HR Leader will play a visible, hands‑on leadership role in shaping the workforce, building scalable people systems, and ensuring the Service organization grows intelligently—not just quickly. This role is designed for someone who thrives in environments where the business evolves weekly, stays close to the work and the leaders, and is comfortable getting their hands dirty in the field or on the floor.

This role is designed for a true builder:

• You operate as a true co‑manager to the business—while you don’t own the P&L, you fully own the people agenda
• You own your desk—this is not a task‑driven HRBP role.
• You engage directly with the field service teams and leaders across the organization to drive outcomes.
• You enjoy managing large, complex, hourly workforces across multiple layers of the organization.
• You thrive in ambiguity, touching a variety of things—sometimes creating, sometimes owning, and other times contributing.
• You are energized by building, scaling, and improving organizations in motion.

Critically, this role is about plan build execute. You are not inheriting a mature service organization—you are helping design it. That reality intentionally self‑selects true builders over comfort‑seekers, anchors the role as career‑defining, and sets clear expectations around ownership, ambiguity, and execution from day one.

Key Responsibilities:

HR Leadership & Business Partnership

• Act as a trusted advisor and thought partner to field leaders, HR leadership, and other cross‑functional teams.
• Deeply understand the business: how work gets done, what drives productivity, and where people constraints limit growth.
• Bring a “my business” mindset—treating engagement, culture, and talent outcomes as personal deliverables.

Workforce Planning & Organizational Design

• Lead workforce planning for a growing, nationwide service organization and manufacturing operation.
• Anticipate talent needs business‑wide and actively shape structure, roles, and capability.
• Help “move the chess pieces” as the organization evolves—right people, right roles, right timing.

Performance, Growth & Succession

• Own performance management practices for the business.
• Partner with leaders on talent assessment, calibration, and succession planning.
• Elevate leadership capability through coaching and practical development initiatives.

People Infrastructure & HR Projects

• You will own or contribute to a rotating mix of people initiatives and projects, including:
• Process improvement and operational effectiveness
• Learning & development programs
• Onboarding design and execution (not recruiting)
• HR program rollouts tied directly to business outcomes
• Scaling systems and structure as the organization grows

Note: Traditional ER case management is minimal; a formal ER practice does not exist today. This role focuses on prevention, leadership capability, and smart people design rather than reactive casework.

Compensation & Benefits Partnership

• Serve as a strong thought partner on compensation and benefits.
• Leverage external expertise where appropriate, while ensuring solutions align with the business and workforce makeup.

Culture, Engagement & Change

• Build a culture where people are proud of the work and engaged in the mission.
• Lead change initiatives with credibility and visibility.
• Be highly present on the floor, in the field, with leaders, and in the business.

First 12 Months – Success Looks Like

Learn

• Develop a deep, practical understanding of XNRGY’s operations, service model, and manufacturing environment.
• Build credibility with leaders through presence, insight, and follow‑through.

Build & Scale

• Support hypergrowth in 2026 and beyond by building scalable people infrastructure.
• Assess talent against future‑state needs; identify strengths and gaps.
• Implement talent and performance strategies that raise the bar across the organization.

Experience

• 5 years in progressively responsible HR leadership roles.
• Strong preference for experience in field service, manufacturing, plant operations, or production environments.
• Hands‑on experience supporting hourly workforces.
• Background running or supporting a facility, region, or operation is highly valued.
• Experience scaling or transforming a business or business unit.
• Bachelor’s degree required; Master’s or CRHA a plus.
• Proven track record in talent management, leadership development, and employee engagement.
• Excellent communication, problem‑solving, and relationship‑building skills.

Open to relocation

Personal & Leadership Competencies

• Operator Mindset: Thinks like a business leader; practical, decisive, and grounded.
• Execution‑Oriented: Delivers real outcomes, not just frameworks.
• Comfortable with Scale: Enjoys large groups and complex organizations.
• Change Leader: Can influence, guide, and stabilize teams through growth.
• Relationship Builder: Builds trust across levels—from the shop floor to senior leadership.
• Ownership Mentality: Takes pride in the business and owns results.