Senior HRBP

Position Overview We are seeking a seasoned, strategic, and results-driven Senior Human Resources Business Partner (HRBP) to join a publicly traded oil and gas services organization headquartered in the Sugar Land area. This highly visible position will report directly to the Vice President of Human Resources and serve as a trusted advisor and thought partner to senior leadership, including C-suite executives, while providing comprehensive HR support across multiple business functions. The ideal candidate will bring a holistic understanding of human resources, strong business acumen, sound judgment, and the ability to balance strategic initiatives with hands‑on HR responsibilities. This individual will play a critical role in driving consistency, standardization, accountability, and operational excellence throughout the organization. As the company continues to evolve under new leadership, this HRBP will help strengthen a culture of performance, ownership, and accountability while supporting organizational change and ensuring HR initiatives align with broader business objectives. We are seeking a confident, adaptable HR professional who is comfortable navigating ambiguity, managing competing priorities, and adjusting direction as business needs change. This individual must be proactive, solutions-oriented, and capable of anticipating challenges before they escalat. This is an excellent opportunity for an experienced HR professional who values stability, meaningful executive partnerships, and the ability to make a lasting organizational impact. Key Responsibilities Strategic HR Business Partnership & Executive Support Serve as a trusted strategic advisor and thought partner to the Vice President of Human Resources, providing sound recommendations, proactive communication, and practical solutions to complex HR and business challenges. Partner closely with C-suite executives, senior leaders, and cross-functional stakeholders to align HR strategies with organizational priorities and operational goals. Maintain a comprehensive, enterprise-wide perspective while understanding the unique needs and challenges of individual business units. Keep the VP of Human Resources consistently informed of significant employee matters, emerging trends, organizational risks, project developments, and recommended courses of action. Anticipate leadership needs, identify potential challenges, and proactively recommend solutions rather than waiting for direction. Provide strategic guidance on workforce planning, organizational effectiveness, talent management, leadership development, and employee engagement. Translate business objectives into actionable HR strategies with measurable results. Build credibility and trusted relationships with leaders at all levels of the organization. Employee Relations & Performance Management Manage complex and sensitive employee relations matters, including workplace investigations, employee complaints, conflict resolution, disciplinary actions, and performance concerns. Provide coaching and guidance to managers and senior leaders regarding employee relations, performance expectations, and appropriate corrective action. Promote a culture of accountability, professionalism, ownership, and high performance. Partner with leadership to establish clear performance expectations, consistent documentation practices, and measurable outcomes. Support leadership in addressing underperformance and reinforcing organizational standards. Ensure employee relations matters are handled consistently, fairly, confidentially, and in accordance with applicable employment laws and company policies. Identify recurring employee relations trends and recommend proactive solutions to minimize risk and improve organizational effectiveness. Collaborate with legal counsel and other stakeholders on sensitive or high‑risk employment matters when appropriate. HR Process Improvement, Consistency & Standardization Evaluate existing HR processes, policies, and practices to identify opportunities for improvement, consistency, efficiency, and standardization. Drive the implementation of standardized HR procedures across departments, business units, and operational locations. Establish scalable HR practices that support a large, complex organization with more than 5,000 employees. Identify process gaps, inconsistencies, and operational inefficiencies, developing practical solutions that improve service delivery. Support the development, implementation, and communication of HR policies, procedures, and best practices. Promote consistent application of HR policies while allowing appropriate flexibility for operational and business needs. Collaborate with HR leadership to strengthen internal controls, documentation, reporting, and compliance practices. Lead or participate in cross‑functional initiatives designed to improve the overall effectiveness of the HR function. Organizational Change Management & Leadership Accountability Support organizational transformation initiatives associated with evolving leadership expectations, business priorities, and performance standards. Partner with executives and operational leaders to reinforce a culture of accountability, continuous improvement, and measurable results. Serve as a change agent, helping employees and managers successfully navigate organizational changes, new processes, and shifting priorities. Develop and support change management strategies that encourage employee engagement and leadership alignment. Demonstrate flexibility and resilience when project scope, timelines, or business priorities change. Provide thoughtful guidance to leaders navigating challenging employee situations, organizational restructuring, and cultural transformation. Challenge existing practices constructively and recommend improvements that support long‑term business success. Balance urgency and adaptability with consistency, sound decision‑making, and effective execution. HR Compliance, Governance & Risk Management Ensure compliance with applicable federal, state, and local employment laws, regulations, and company policies. Support HR governance, documentation, and internal control requirements appropriate for a publicly traded organization. Partner with HR leadership, legal, finance, and compliance teams on employment‑related risk management and audit requirements. Maintain knowledge of relevant employment regulations, including FLSA, FMLA, ADA, EEO, and other applicable workplace requirements. Cross-Functional Collaboration & HR Operations Collaborate with HR Centers of Excellence and internal teams, including Talent Acquisition, Compensation, Benefits, Payroll, HRIS, and Learning & Development. Partner with operational leadership to address workforce challenges in a complex oil and gas services environment. Support HR initiatives involving organizational changes, workforce transitions, business growth, and operational restructuring. Coordinate with HR teams to ensure timely and consistent resolution of employee and management concerns. Provide guidance on HR programs, benefits administration processes, and employee communication, partnering with appropriate internal specialists. Support special projects and strategic initiatives assigned by the VP of Human Resources. Maintain a hands‑on approach and willingness to manage both strategic and tactical HR responsibilities. Required Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related discipline. Minimum of 10 years of progressive human resources experience , including substantial experience in a senior HR Business Partner, HR Manager, or comparable strategic HR role. Demonstrated experience supporting senior executives and partnering with C-suite leadership. Strong employee relations experience, including complex investigations, performance management, conflict resolution, and leadership coaching. Experience working within a large, complex, multi‑location organization, preferably with several thousand employees. Proven ability to establish standardized HR processes, improve organizational consistency, and drive accountability. Strong understanding of employment law, HR compliance, and risk management. Experience leading or supporting organizational change, cultural transformation, and performance improvement initiatives. Demonstrated ability to manage multiple initiatives simultaneously and successfully adapt to changing business priorities. Strong analytical skills with experience developing HR reports, interpreting workforce metrics, and presenting recommendations to leadership. Excellent communication, relationship-building, influencing, and problem‑solving skills. Ability to work independently, exercise discretion, and make sound decisions in a fast‑paced environment. Preferred Qualifications Experience within oil and gas, energy services, industrial services, manufacturing, engineering, or another operationally complex industry. Prior experience supporting a publicly traded company. Professional HR certification such as SHRM‑SCP, SHRM‑CP, SPHR, or PHR. Experience partnering with geographically dispersed, field‑based, and corporate employee populations. Experience supporting executive leadership through organizational transformation or significant cultural change. Experience with HRIS platforms, HR reporting tools, and workforce analytics. Background in leadership development, succession planning, and enterprise‑wide HR process improvement. #J-18808-Ljbffr