Human Resources Business Partner

Target Hospitality - West Texas Texas, USA Description Human Resources Business Partner REPORTS TO Human Resources Manager LEVEL LOCATION West Texas SCHEDULE Monday through Friday, on site at the corporate office, or as per manager’s discretion and business needs SCOPE Serves as the dedicated Human Resources partner for assigned corporate departments, based out of the Target Hospitality corporate office. This role owns employee relations, investigations, and manager coaching for the corporate population; partners with Talent Acquisition and department leadership on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every function. This role also works alongside the on-site HR Business Partners so that what corporate HR sets as the framework holds up the same way at headquarters and in the field. WHO WE ARE Target Hospitality is a leading provider of specialty rental and hospitality services, delivering turnkey workforce housing, culinary, and facility management solutions to remote and challenging environments across North America. We take pride in building not just accommodations, but communities — and that same commitment to people extends to our own team. We believe that a great guest experience starts with a great employee experience, and we invest in the people who make that happen every day. PRIMARY RESPONSIBILITIES Corporate HR Partnership Accountable and responsible for maintaining a safety culture, following all SOPs, JSAs, and policies and procedures as set out by Target Hospitality. Serve as the HR partner to assigned corporate department leaders, providing day-to-day guidance on people matters. Be visible and accessible across the corporate office rather than working solely from behind a desk, and build relationships across functions. Act as a credible and approachable point of contact for corporate employees raising concerns. Partner with the on-site HR Business Partners to ensure policies, programs, and employee relations practices are applied consistently across corporate and field populations. Employee Relations Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly. Advise managers on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation. Mediate conflicts between employees and between departments, and coach leaders through difficult conversations. Escalate significant employee relations matters, legal exposure, and emerging patterns to the Director of Human Resources. Staffing, Onboarding, and Retention Partner with Talent Acquisition on corporate workforce planning, requisition priorities, offers, and candidate experience. Support new hire onboarding and orientation for corporate employees, and ensure new hires receive structured follow-up through their first 90 days. Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover. Track and analyze corporate turnover and headcount trends, and partner with department leadership on retention actions. Prepare and analyze recurring HR reporting for the HR Manager, including headcount, turnover, and open requisition status. Compliance and Administration Interpret and apply company policy and federal, state, and local employment law, including wage and hour, FMLA, ADA, and EEO requirements. Administer and track leaves of absence, accommodation requests, and return-to-work coordination. Partner with Safety and Risk on incident follow-up and workers’ compensation cases, supporting injured employees through the process. Maintain accurate employee records and data in the HRIS, and audit for completeness and accuracy. Support pay administration by reviewing pay change requests against compensation guidelines and flagging inconsistencies for review. Support compliance requirements for the international and visa-based workforce in coordination with the broader HR team. Training and Culture Deliver training to managers and employees on policy, harassment prevention, and people management fundamentals. Support engagement, recognition, and culture initiatives for the corporate population, including survey administration and action planning. Coach managers — including first-time leaders — on managing their teams. Additional duties may be assigned by a manager. PHYSICAL DEMANDS Extended periods of sitting and computer use when performing casework, documentation, and reporting. Short-distance walking required when moving between departments, conference rooms, and floors of the corporate office. Use of stairs and step stools. Occasionally lift an average weight of 25 lbs with a maximum of 50 lbs. Where weights may exceed 50 lbs, the assistance of another person or a lifting aid is mandatory. Ability to access all areas of the corporate office, and all areas of a lodge community when traveling to site. WORKING CONDITIONS AND ENVIRONMENT Ability to hear and understand verbal instruction as well as other sounds such as safety alarms and signals. Must be able to see without impairment and able to read small text such as product warning labels. Primarily an indoor, climate-controlled office environment. Occasional travel to lodge and field locations, which are often remote, with limited amenities and services nearby, and which may involve exposure to extreme hot and cold environments. Ability to travel up to 15% of the time. Must be available to respond to urgent employee matters outside of standard working hours, including matters arising at field locations in other time zones. Requires discretion and the ability to maintain confidentiality when working in close proximity to the leaders and employees the role supports. QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience. 3+ years of progressive HR generalist or HR business partner experience supporting assigned client groups. Demonstrated experience conducting workplace investigations and documenting outcomes. Working knowledge of federal and multi-state employment law, including wage and hour, FMLA, ADA, and EEO requirements. Experience advising managers on performance management and corrective action. Proficiency with HRIS systems and Microsoft Office, including Excel and Outlook. Sound judgment, discretion, and the ability to maintain confidentiality. Ability to build credibility quickly with employees at every level, from frontline to senior leadership. Strong organizational skills and attention to detail, with the ability to manage competing priorities across multiple departments. Must be able to pass a background check and urinalysis. PREFERRED QUALIFICATIONS PHR, SPHR, SHRM-CP, or SHRM-SCP certification. Bilingual in English and Spanish. Experience supporting both corporate and frontline or field-based populations in hospitality, construction, energy, or industrial environments. Experience with visa-based or international workforce programs such as H-2B. Experience with Oracle HCM, UKG, or a comparable enterprise HR platform. WHAT'S IN IT FOR YOU We offer a comprehensive benefits package designed to support you and your family — on the job and beyond: Health Coverage — Medical, vision, and dental insurance to keep you and your family covered. Flexible Spending — HSA and FSA options to help you save on healthcare costs. Employee Assistance Program — Confidential support for life’s everyday challenges, big and small. Pet Insurance — VPI pet insurance to help care for your four-legged family members too. Retirement Savings — 401(k) plan with company match to help you plan for the future. Easy Enrollment — Online enrollment portal makes signing up for benefits fast and simple. Competitive Pay — Compensation that reflects your skills and hard work. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr