On Site Human Resources Business Partner

On Site Human Resources Business Partner

Job Category : All

Requisition Number : ONSIT008160

• Posted : September 2, 2026
• Full-Time

Locations

Showing 1 location

Target Hospitality - North Texas

Description

Job Title: On Site Human Resource Business Partner

Reports To: Human Resource Manager

Schedule: 5 weeks on 2 weeks off rotation, or per as manager discretion and business need. Scope: Serves as the dedicated on-site Human Resources partner for an assigned lodge community, living and working alongside the team on rotation. This role owns employee relations, investigations, and supervisor coaching at the site level; partners with Talent Acquisition and Operations on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every department. Where corporate HR sets the framework, this role makes it real for the people actually working the rotation.

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

On-Site 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 on-site HR partner to the Lodge Manager and department leadership, providing day-to-day guidance on people matters.
• Be visible and accessible across the lodge — in the kitchen, housekeeping areas, front desk, and maintenance shop — rather than working solely from an office.
• Build trust with a workforce living on site for weeks at a time, and act as a credible point of contact for employees raising concerns.

Employee Relations

• Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
• Advise supervisors on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
• Mediate conflicts between employees and between departments, recognizing the added pressure of a live-on-site rotational environment.
• 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 site staffing plans, requisition priorities, arrival coordination, and rotation coverage.
• Support new hire onboarding and orientation on site, and ensure new employees receive follow-up during their first rotations.
• Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
• Track and analyze site turnover trends, and partner with Operations leadership on retention actions.

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 site data in the HRIS, and audit for completeness and accuracy.
• Support compliance requirements for the international and visa-based workforce in coordination with the corporate HR team.

Training and Culture

• Deliver training to supervisors and employees on policy, harassment prevention, and people management fundamentals.
• Support engagement, recognition, and culture initiatives that make a long rotation feel worth returning to.
• Coach frontline supervisors — many of whom are first‑time leaders promoted from within — 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- and long‑distance walking required when moving between departments and buildings across the lodge.
• 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 lodge, including kitchens, laundry areas, dormitories, and maintenance spaces.

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.
• Exposure to extreme hot and cold environments when moving between buildings and during outdoor walkthroughs.
• Ability to work within a rotational schedule of 6 weeks on and 2 weeks off, or as per business needs.
• Lodge locations are often remote, with limited amenities and services nearby.
• Ability to work safely and navigate within small, close quarters and congested areas.
• May be exposed periodically to elevated noise and surroundings.
• Must be available to respond to urgent employee matters outside of standard working hours.
• Requires discretion and the ability to maintain confidentiality in a small, close‑knit residential community where privacy is limited.

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 an hourly, frontline workforce.
• 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 supervisors 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 both frontline employees and site leadership.
• Ability and willingness to live on site and work long rotations away from home.
• Must be able to pass a background check and urinalysis.

PREFERRED QUALIFICATIONS

• Bilingual in English and Spanish.
• Experience supporting remote‑site, camp, hospitality, construction, energy, or industrial workforces.
• Experience coaching first‑time supervisors promoted from frontline roles.

WHAT'S IN IT FOR YOU

• Free Housing & Meals On Rotation — While on rotation at the lodge, housing, meals, laundry, and gym access are all provided at no cost to you.
• 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 EMPLOYMENT OPPORTUNITY

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.