Senior Human Resource Business Partner

Job Description

Job Description

AWC is a leading provider of automation, controls, and valve solutions across the Gulf Coast and beyond. As a 100% employee-owned company (ESOP), our success is driven by people who take ownership, solve problems, build strong relationships, and continuously improve the way we serve our customers. Our culture is built on Safety, Family, Mutual Respect, Quality, Service, Partnerships, and Rewarding Results. We believe strong organizations are built through trust, accountability, and leaders who create environments where employees can learn, contribute, grow, and perform at a high level together.

As our organization continues to grow, we are seeking an experienced Senior HR Business Partner who can influence leaders, strengthen organizational effectiveness, and foster our culture where high performance and mutual respect coexist. If you are an experienced HR professional who enjoys solving complex people challenges, coaching leaders, and helping organizations perform at their best, we would welcome the opportunity to speak with you.

The Senior HR Business Partner will serve as a trusted advisor to leaders across the organization, helping them navigate employee relations, performance management, workforce planning, and organizational structure. This role is ideal for someone who thrives in the real-world complexity of leadership - someone who builds trust quickly, helps employee co-owners realize their potential, coaches through difficult situations, and partners with leaders to build effective teams through clarity, accountability, and practical problem-solving. The successful candidate will be viewed not simply as “HR support,” but as a credible business partner who helps leaders solve problems, strengthen teams, improve organizational effectiveness, and build long-term success across the business.

How You Will Make an Impact:

Partner with Leaders on Organizational & People Strategy

• Serve as a trusted advisor to leaders on employee relations, team dynamics, organizational effectiveness, and leadership challenges
• Influence leaders through credibility, sound judgment, and practical business thinking
• Help managers think strategically about how they structure, lead, and develop their teams to achieve business results
• Provide guidance on organizational design, role clarity, span of control, and reporting structures
• Partner with leaders to align workforce resources with operational priorities while maintaining healthy team dynamics and accountability

Workforce Effectiveness & Organizational Capability

• Help leaders assess whether challenges stem from capacity, capability, leadership, workflow, or structural issues
• Support leaders in evaluating staffing models, workload distribution, and team composition
• Identify opportunities to improve organizational effectiveness through better role definition, process alignment, communication, and talent deployment
• Assist leadership in making informed decisions around hiring, restructuring, succession planning, or reallocating people resources
• Help instill leadership habits and management disciplines that create scalable, high-performing teams

Leadership Coaching & Performance Management

• Coach leaders through difficult employee situations with confidence, professionalism, and fairness
• Support managers in setting expectations, delivering feedback, building accountability, and strengthening team trust
• Guide leaders through performance improvement conversations, corrective action, and when necessary, terminations
• Help leaders balance empathy, accountability, and operational expectations in a way that strengthens credibility with employees

Employee Relations & Trust Building

• Build authentic relationships with employee-owners and leaders across multiple levels of the organization
• Address workplace concerns early and helps resolve issues after they escalate into larger organizational problems
• Foster a culture of trust, respect, accountability, and open communication
• Serve as a calm, credible presence during sensitive or high-pressure situations
• Help leaders strengthen employee trust through consistency, fairness, communication, and follow-through

Investigations & Risk Management

• Conduct workplace investigations related to employee concerns, policy violations, ethics matters, or misconduct
• Gather facts objectively and provide clear, balanced findings and recommendations
• Ensure fair and consistent application of company policies and employment practices
• Help leaders navigate sensitive situations while protecting trust, integrity, and organizational credibility

Skills you’ll need:

Experience

• 10–15+ years of progressive HR experience with a strong track record of influencing leaders, improving organizational effectiveness, and driving business outcomes
• Experience supporting operational, industrial, manufacturing, field service, or multi-site environments strongly preferred
• Demonstrated ability to build credibility and trusted partnerships with operational and technical leaders across multiple levels of an organization

Education

• Bachelor’s degree required
• Engineering, technical, or analytical backgrounds are highly valued, as we appreciate problem solvers who approach people challenges with structured thinking

Here’s What Will Set You Apart

• Experience building strong relationships and trust with both frontline employees and senior operational leaders
• Demonstrated ability to influence leaders through credibility, judgment, and practical business partnership rather than policy enforcement alone
• Background supporting industrial, manufacturing, field service, or multi-site operational environments
• Lean, continuous improvement, or process improvement mindset with the ability to identify root causes and simplify complexity
• Ability to balance employee trust, operational realities, and business performance in fast-paced environments
• Experience helping organizations scale leadership capability, accountability, and workforce effectiveness without creating unnecessary bureaucracy

The Rewards:

• Employee Stock Ownership Plan (ESOP)
• 401(K) Match
• Competitive Pay
• Medical, Dental and Vision Insurance Package
• Employer Paid Life Insurance
• Paid Time Off and Holiday Pay
• Career Development Opportunities

About AWC

As employee co-owners, we’re driven to do more than complete tasks; we build fulfilling careers by challenging assumptions and continually raising the bar. We embrace creative, innovative approaches to deepen our expertise and deliver real value to our customers.

We partner strategically with many of the world’s most recognized technology brands to help engineering, reliability, and maintenance teams solve complex problems. As experts in our partners’ technologies, we’re equipped to properly size, select, configure, and support the right solutions. Our goal is simple: combine caring, knowledgeable people with innovative technologies to help our customers succeed.

How We Win Together

We are committed to solving customer problems and welcome team members that want to be the trusted resource to those looking for a partner who out-knows, out-cares, and out-serves everyone else. Every day, we strive to deliver on our mission to empower people to make the greatest positive impact for the communities and families we serve together. Our Winning Together culture starts with a shared commitment to building an environment of inclusiveness, trust, and mutual respect. We know that when people like you are safe to pursue your passions, to learn, to serve, and to share in the rewards from our combined efforts, then we are winning together.