HR BUSINESS PARTNER

The Human Resources Business Partner (HRBP) serves as a day-to-day HR presence for employees and field leadership, handling frontline questions, full cycle employee relations concerns, and routine investigations. This role is focused on pattern recognition — identifying trends of teams and partnering with the HR Manager to devise support action plans. The HRBP is a trusted, accessible resource for the workforce and a reliable signal-sender to HR leadership.

This role is located in Pecos, Texas, and the candidate is required to be on-site full time, with occasional on-call support outside of working hours. We will be offering up to $1,850 per week in per diem in addition to base and bonus pay.

 

Responsibilities 

Day-to-Day Responsibilities

• Serve as the first point of contact for employee inquiries on HR policies, pay, leave, conduct expectations, and general workplace concerns; resolve or route appropriately.
• Conduct initial fact-gathering on employee relations matters — disputes, behavioral concerns, policy violations — and manage resolution for low-to-moderate complexity cases independently.
• Provide hands-on guidance to leadership on writing effective coaching documentation and ensure proper submission of separation requests in alignment with company policies.
• Support the performance management process by helping leaders stay on track with evaluation timelines, use of tools, and basic performance documentation requirements.
• Escalate complex, sensitive, or high-risk matters (e.g., harassment, termination-level conduct, legal exposure) to the HR Manager with a clear summary of facts gathered.
• Document all ER interactions, investigations, and resolutions consistently and accurately in the appropriate HR systems.
• Support corrective action processes by guiding field leaders on documentation standards, progressive discipline, and submission requirements.
• Stay informed of HR policies, changes, and procedures; serve as a communication bridge between jobsite employees and the People Experience team.
• Support People Experience initiatives, such as training, recognition, wellness, etc. in various engagement activities.
• Assist with leave identification (FMLA, ADA, LOA, Fit for Duty); assist with triaging to People Operations department and partnering with HR Manager on facilitating ADA, LOA, and Fit for Duty claims.

Culture & Trend Monitoring

• Track recurring ER themes — complaint types, conflict hotspots, turnover drivers, recognition gaps — and report findings to the HR Manager on a routine cadence.
• Identify early warning signs of culture drift or engagement risk at the site or team level and document observations with enough context for the HR Manager to act.
• Maintain jobsite visibility to stay connected to frontline sentiment; be present enough that employees see ER support as accessible, not reactive.
• Reinforce company values and behavioral expectations through daily interactions with field teams and site leadership.

HR Knowledge & Policy Support

• Answer general HR questions accurately and promptly — benefits, pay practices, time off, onboarding, policies — and know when to defer or escalate.
• Stay current on company HR policies, procedures, and any regulatory changes that impact the workforce; serve as a reliable communication bridge between the field and the People Experience team.
• Support onboarding by reinforcing early engagement touchpoints and flagging concerns during the first 90 days.
• Support HR initiatives, such as performance reviews and surveys by tracking completion, answering basic questions, and guiding people to various company resources.
• Assist with training delivery, tracking, and gap identification as needed.

Qualifications

• 2–3+ years of HR experience, with direct exposure to employee relations, investigations, or HR generalist work.
• Proven ability to handle sensitive and confidential information with discretion.
• Strong active listening and de-escalation skills; able to hold difficult conversations calmly and fairly.
• Ability to recognize patterns across individual cases and connect them to broader team or cultural dynamics.
• Comfortable with high visibility in field or job site environments.
• Highly proficient in Microsoft Office Suite.
• Bi-lingual in Spanish/English required.

Education & Certifications

• Bachelor’s degree in a relevant field preferred but not required.
• SHRM-CP/SCP or PHR/SPHR certification preferred.

Safety Level
This is a safety sensitive position, and all applicable policies including drug test and background check will apply.