Human Resources Manager

Human Resources Manager

Our client is an energy company with a sharpening focus on oil shale extraction and production across Utah. Having transitioned from an early-stage operator to a company with a steadily growing workforce spanning corporate offices, field sites, and contract crews, the organisation recognises that its people strategy must keep pace with its operational ambitions. To lead that effort, the company is seeking a Human Resources Manager who will serve as the architect of its HR function and a trusted advisor to the executive team on all matters relating to talent, culture, and workforce compliance.

This is a foundational role with broad scope and significant autonomy. The Human Resources Manager will be responsible for building scalable HR programmes from the ground up in some areas and professionalising existing practices in others. The ideal candidate is someone who has operated successfully in lean, high-growth environments — particularly within energy, natural resources, or heavy industrial settings — and who is equally comfortable drafting policy, coaching a field supervisor, negotiating with a benefits provider, and presenting workforce analytics to the board.

Core Duties

• Develop and execute a comprehensive human resources strategy that supports the organisation's growth trajectory, operational demands, and cultural values across both corporate and field environments.
• Own the full talent acquisition lifecycle, partnering with hiring managers to forecast staffing needs, craft compelling position descriptions, source candidates, manage interview processes, and extend offers for roles ranging from field technicians to corporate professionals.
• Design, implement, and administer competitive compensation and benefits programmes that attract and retain top talent within the Colorado energy market, conducting periodic benchmarking studies to ensure alignment with industry standards.
• Serve as the primary advisor to leadership on employee relations matters, conducting fair and thorough investigations into workplace complaints, grievances, and policy violations while mitigating organisational risk.
• Build and maintain a compliant HR infrastructure including an employee handbook, standardised policies, onboarding and offboarding procedures, and documentation practices that reflect current federal, state, and local employment laws.
• Oversee performance management processes, guiding managers in goal-setting, delivering constructive feedback, conducting evaluations, and implementing performance improvement plans when necessary.
• Lead workforce planning and organisational development initiatives, advising leadership on team structure, succession planning, role design, and talent pipeline development as the company scales.
• Administer payroll coordination, HRIS management, and benefits enrolment, ensuring data accuracy, system integrity, and a seamless employee experience across all touchpoints.
• Develop and deliver training programmes covering topics such as leadership development, anti-harassment and anti-discrimination, workplace safety orientation, and company culture and values.
• Champion employee engagement and retention strategies, deploying surveys, analysing turnover data, and recommending initiatives that strengthen morale, inclusion, and organisational commitment across a geographically dispersed workforce.
• Act as a liaison between the organisation and external HR service providers including benefits brokers, legal counsel, payroll processors, and recruitment agencies, managing vendor relationships and contract terms.