Vice President, Human Resources

Vice President, Human ResourcesThe Vice President, Human Resources is responsible for leading all aspects of the human resources function and serving as a strategic partner to the executive leadership team. This role is accountable for developing and executing a people strategy that supports Clean Energy's business objectives while fostering an empowered, accountable, employee-first culture.The VP, HR will lead organizational transformation efforts, modernize HR operations, and ensure disciplined execution across talent management, total rewards, leadership development, and employee relations. The role carries enterprise-wide authority and is expected to challenge legacy behaviors, drive leadership accountability, and enable sustainable performance without unnecessary bureaucracy.Essential Duties and Responsibilities include the following. Other duties may be assigned.Strategic Leadership & CultureDevelop and execute an enterprise-wide human resources strategy aligned with Clean Energy's corporate strategy and leadership priorities.Serve as a key advisor to the CEO and COO on organizational health, leadership effectiveness, succession, and workforce planning.Lead the evolution of company culture toward empowerment, accountability, open communication, and disciplined execution.Establish and reinforce leadership behaviors that promote trust, transparency, and constructive dialogue.Address resistance to change directly and professionally, including coaching, development, or transition of leaders as necessary.Human Resources OperationsProvide full oversight and accountability for all HR functions, including:Talent AcquisitionTotal Rewards and CompensationHealth and Welfare BenefitsPerformance ManagementEmployee RelationsLearning and DevelopmentHRIS and Data Analytics (UKG/UltiPro)Compliance and Policy AdministrationDetermine appropriate sourcing strategies for HR services, including decisions to retain functions in-house or outsource based on effectiveness and cost discipline.Lead annual health and welfare benefits strategy, vendor selection, renewals, and employee communications.Talent, Organization & Leadership DevelopmentPartner with executive leadership to assess and evolve organizational structures to improve clarity, accountability, and decision-making efficiency.Lead workforce planning and talent strategies for critical functions, including Sales, Accounting & Finance, Shared Services, and Supply Chain.Design and implement leadership development programs focused on practical capability building and measurable behavior change.Establish succession planning processes for key roles and leadership positions.Data, Systems & Continuous ImprovementBuild and maintain a data-driven HR organization using UKG and related tools to track and analyze workforce metrics.Define and monitor key HR performance indicators related to engagement, retention, leadership effectiveness, and talent outcomes.Drive automation, simplification, and process improvement across HR functions while maintaining appropriate controls and compliance.Benchmark HR practices against best-in-class organizations and continuously raise performance standards.Other duties as assigned.QualificationsTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.Education and/or ExperienceBachelor's degree in Human Resources, Business Administration, or a related field required. Advanced degree or professional certifications preferred (e.g., SPHR, SHRM-SCP).Minimum of 10 years of progressive human resources leadership experience.Demonstrated experience leading full-scope HR functions for organizations with 300+ employees.Proven track record in organizational transformation, culture change, and leadership development.Experience supporting senior executive leadership teams and influencing enterprise-level decisions.Preferred experience in:Energy, oil & gas, alternative fuels, or industrial environmentsService-based and/or multi-site operationsExperience in non-union environments preferred.Knowledge, Skills, and AbilitiesStrong executive presence with the ability to communicate effectively at all levels of the organization.Ability to lead through influence, challenge established norms, and facilitate difficult conversations.High level of business acumen with the ability to align people strategy to operational and financial objectives.Data-driven mindset with demonstrated experience using HR metrics to inform decision-making.Hands-on leadership style with willingness to engage directly in execution when required.Strong judgment, integrity, and discretion in handling sensitive matters.Computer SkillsAdvanced skills in Microsoft Office applications, specifically Word, Excel, and Outlook. Experience with HRIS software, such as UKG (UltiPro) and ADP.CompetenciesQuality: Consistently produces high-quality work (accurate, neat, and thorough). Strives to improve productivity, processes, and quality. Demonstrates strong knowledge and skills related to the job. Presents a professional image with dress, demeanor, and manners. Maintains clean workspace, company equipment, and company vehicles. Safety is a high priority; performs job safely.Communication: Communicates clearly, concisely, effectively, professionally, and timely. Exhibits good listening and comprehension skills. Keeps others appropriately informed and shares ideas even when unpopular. Listens to what others have to say. Maintains open and active communication with colleagues. Effectively uses knowledge and experience in asking, probing, and anticipating issues to ensure quality is provided.Teamwork: Fosters the spirit of working with each other. Displays respect, courtesy, politeness, tact, and openness. Handles conflict in an appropriate and professional manner. Builds relationships, promotes cohesiveness, models collaboration with others. Considers impact and issues for our customer and other departments. Engages other impacted departments early for solutions.Persistence: Develops workable alternatives and solutions. Exhibits persistence in following assignments through to completion. Promotes process improvements.Reliable: Responds in a timely manner. Is honest, ethical, value-driven, and trustworthy. Keeps commitments made, completes assignments, and meets deadlines. Accountable--Takes responsibility for own actions and performance. Meets attendance and punctuality guidelines. Available and accessible.Entrepreneurial: Takes initiative and appropriate action. Is engaged and committed to achieving the company's mission. Pursues better ways to get things done and takes appropriate risks. Keeps up to date with competitor information and market trends. Controls costs and thinks in terms of profit, loss, and added value. Is committed to the satisfaction of customers.Leadership: Provides clear direction around a vision. Creates actionable plans and is proactive & anticipatory. Demonstrates innovative approaches and solutions. Is an example for employees and others. Accepts responsibility for individual and team performance. Makes appropriate and timely decisions and takes action on decisions. Sets clear and reasonable performance expectations. Motivates and empowers others. Delegates tasks appropriately. Recruits staff of a high caliber. Provides feedback to subordinates that is timely and direct. Recognizes subordinates for their contributions and effort. Encourages continuous growth and learning in others. Shows respect for others and their ideas. Helps others manage through change.Passion: Is excited and creates enthusiasm about the company's future. Promotes a sense of company pride. Displays sense of pride in the department and its contributions. Displays passion for the job.Physical DemandsThe physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.Ability to work on-site at headquarters as required. Periodic travel to operational locations and facilities as needed.While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is frequently required to walk and sit. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Always practice good judgment and refer to the safety guidelines.Work EnvironmentThe work environment characteristics described here are representative