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.