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.