Position Summary
Crescent Energy is seeking an HR Business Partner to support our organization. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative culture. The ideal candidate will bring creative and effective ideas and solutions to a growing organization.
Responsibilities
Strategic HR Partnership:
- Partner with business leaders to understand their goals, challenges, and workforce needs, providing guidance on HR strategies to support those objectives.
- Collaborate on workforce planning, succession planning, and talent development initiatives.
- Act as a change agent to support and drive organizational changes in alignment with business strategies.
Talent Management & Development:
- Support the recruitment, onboarding, and retention strategies to attract and maintain top talent.
- Facilitate career development discussions and assist in the design of leadership and employee development programs.
- Identify training needs and partner with the Learning & Development team to implement appropriate solutions.
Employee Relations & Engagement:
- Address employee concerns and mediate conflict, ensuring fair and consistent application of policies and procedures.
- Promote a positive and inclusive work environment by leading employee engagement initiatives and providing coaching and support to both managers and employees.
- Conduct investigations and resolve employee relations issues in compliance with company policies and legal regulations.
Performance Management:
- Guide and coach managers on effective performance management processes, including goal setting, feedback, and performance reviews.
- Support managers in handling performance improvement plans and ensure proper documentation and follow-through.
- Assist in the design and delivery of compensation, recognition, and reward programs.
HR Policy & Compliance:
- Ensure compliance with federal, state, and local employment laws and regulations.
- Provide interpretation and advice on HR policies and procedures and recommend updates as necessary.
- Collaborate with the HR team to support continuous improvement of policies, processes, and systems to enhance HR services.
Data & Reporting:
- Analyze HR metrics and provide insights to inform decision-making and track key HR initiatives.
- Experience working in ADP
Qualifications
Required Education, Experience, Licensure
- 5+ years’ experience in an HR Business Partner or equivalent role
- Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams
- Demonstrates solid judgment and experience assessing risk relative to the business
- Demonstrates project management and change management experience
- Ability to lead with a positive attitude and approach challenges head-on
- Experience with Microsoft Outlook, Word, Excel, and PowerPoint
- Effective communication and critical thinking skills
Preferred Education, Experience, Licensure
- Experience in an engineering or Oil and Gas environment supporting an exempt and hourly workforce
- Experience with Mergers and Aquisitions
- Familiarity with ADP
The above declarations are not intended to be an all-inclusive list of the duties and responsibilities of the job described, nor are they intended to be such a listing of the skills and abilities required to do the job. Rather, they are intended only to describe the general nature of the job.Crescent Energy is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, gender/pregnancy, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status or any other legally protected status.
Crescent Energy is also committed to compliance with all fair employment practices regarding citizenship and immigration status.If you require accommodation to complete the application process, please let us know by contacting Kimberly Kalsey at Kimberly.Kalsey@crescentenergyco.com.The above declarations are not intended to be an all-inclusive list of the duties and responsibilities of the job described, nor are they intended to be such a listing of the skills and abilities required to do the job. Rather, they are intended only to describe the general nature of the job.
