Major Flagship Energy Project
Corpus Christi, Texas (must be willing to relocate, if not local to area)
Direct Hire
Lead/Senior Human Resources Business Partner
Global Edge Group leaders within Oil and Energy require a Lead/Senior HR Business Partner for the owner-operator, reporting to the HR Manager.
Position Overview
The Lead/Senior HR Business Partner (HRBP) reports to the HR Business Manager and will be responsible for various human resources functions. The HRBP's primary role is to partner with organizational leaders to support all functions of an employee life cycle and achieve their business objectives by providing guidance and input on employee relations and development issues, including but not limited to employee development/performance, staffing, investigations, ensuring fair and equitable practices, and HR policy administration and development.
The Lead/Senior HRBP must be able to execute and deliver the company visions and HR business plan with limited guidance from the management team.
Responsibilities & Essential Duties
- Implements HR strategies aligned with business needs through influence and change management.
- Develops and maintains strong business relationships with client groups to drive business results; serves as the subject matter expert (SME) for all HR-related, legal, and compliance needs.
- Promotes and fosters workplace diversity, equity, and inclusion (DEI), supporting a high-performing culture and company core values.
- Partners with assigned client groups in interpreting and administrating various human resource policies and programs involving employment, compensation, benefits, employee and labor issues, and other related matters.
- Guides and assists employees in interpreting and administrating various HR policies, procedures, practices, and programs.
- Provides performance consulting to client organizations, including, but not limited to, training, needs assessments, organizational development, and meeting facilitation. Collaborates with HR Organizational Excellence (OE) to develop strategies to respond to changing needs.
- Responsible for conducting investigations, preparing and presenting facts, and resolving employee disputes and grievances related to various issues.
- Research, document, and present special projects as assigned. Assimilates information and recommends company action based on findings and available funding.
- Responsible for assigned client group's complete talent management cycle, including succession planning, talent reviews, performance management and goal setting, and compensation
- planning.
Knowledge and Skills
Knowledge:
An in-depth knowledge of legal requirements related to day-to-day HR management to guide leadership, including equal employment opportunity (EEO) and wage-and-hour laws and regulations, and Americans with Disabilities Act (ADA) and other government compliance regulations that affect HR administration and management tactics. General knowledge of maintenance, record, and reporting requirements, document management methodologies and procedures, and automated HRMS system applications are required.
Skills:
- Strong ability to work independently and collaboratively to meet the organization's needs and goals.
- Strong time management and organizational skills.
- Comfortable working with ambiguity and limited information and engaging clients to reach clarity.
- Ability to simultaneously manage multiple projects and organization needs and work effectively in a fast-paced, changing, and high-output environment.
- Adapts seamlessly to changing priorities and deadlines.
- Strong collaboration skills and good working relationships with internal clients and external partners.
- High curiosity; eager to learn and understand a wide range of energy industry, business and creative subject matter.
- Proficient knowledge of Microsoft Office applications to include Word, Excel, and PowerPoint.
- Attention-to-detail, analytical and team oriented.
- High curiosity; eager to learn and understand a wide range of energy industry, business, and creative subject matter.
Qualifications
Education and Certifications:
- Bachelor's degree required. Major in human resources, labor and industrial relations, business management, social sciences, or another related field preferred.
- Advanced degree and SHRM-CP or PHR professional certifications are a plus.
Experience:
- A minimum of six (6) years of relevant HR experience is required, including broad employee relations experience with at least three (3) years of plant experience.
- Job is performed in a typical office environment, within the petrochemical facility, but is subject to time pressures and constraints and is often dependent on input from others.
- Occasionally, work may be performed from home, after regular work hours, or on weekends.
- Maintains a flexible and adaptive schedule (e.g., start early or stay late if required to complete work).
- Required to work overtime.
- Subject to drug and alcohol testing
Relevant Skills Needed: Workforce Management: Organizational Behavior, Labor and Employment Law, Labor Relations, Employee Relations, Employee Engagement, Relationship Building, HR Strategy, Strategic Human Resources Planning, Strategic Influence, Career Development, Workforce Planning, Situational Leadership, Performance Management, Talent Planning, Talent Management, HR Policies, HR Project Management, Conflict Resolution, Recruiting, Onboarding, Offboarding, Full Cycle Talent Management & Acquisition, Teamwork, HRIS, Human Resources (HR), HR Data Analytics, Human Resource Development, Organization Design, Attention to Detail, Organization Skills, Change Management, SHRM, Legal Compliance, Compensation & Benefits, Grievances, Employee Learning & Development, Industrial Relations, Operational Strategy, HR Business Partnering