Description
Human Resources Business Partner, Director
Why YOU want this position:
Enverus delivers business-critical insights to the global energy industry through a state-of-the-art SaaS platform built on industry-leading data and energy analytics. Our solutions deliver value across the entire energy value chain, empowering customers to be more agile, efficient, and competitive. The range of energy industry participants we serve includes exploration and production (E&P) companies and related businesses such as oilfield services, midstream, capital markets, power generators and utilities, energy traders, and downstream commercial & industrial energy consumers.
We are currently seeking a highly talented and driven HR Business Partner, Director . The HR Business Partner role helps drive and support the talent development strategy for Enverus. This role works alongside the broader HR team and focuses on collaborative solutions that have a true business impact. This role focuses on organization or team specific solutions as well as scalable projects and programs that can be delivered across the global organization. Collaboration and partnership with business leaders and HR team members is a critical component of this role.
Essential Functions/Responsibilities

• Partner with executive and senior leaders in clients group to drive employee engagement based on employee engagement results and feedback from the client group.
• This role will be working with our IT and Product groups.
• Provide guidance and oversight on all employee relations, performance, promotion, and other employee life cycles matters.
• Make recommendations and partner with our centers of excellence on employee program and process development.
• Own the relationship and influence Sr. leaders within client groups
• Proactively supports the delivery of HR Processes at the client's side
• Manages complex and difficult HR Projects cross-functionally
• Actively identifies gaps, proposes and implement changes necessary to cover risks
• Challenges the organizational structure of the internal client and proposes changes
• Designs succession plans for key talents and key job positions
• Provide business and employee perspective and insights to HR Leadership in order to represent the business in HR strategy/program/policy development.
• Drive talent reviews, year end calibration, and performance management processes, including setting expectations/ objectives, providing effective feedback, formal performance evaluations, and recognition and rewards
• Analyzes trends and metrics pertaining but not limited to employee personnel information and data, turnover analysis, employee satisfaction, EEO, promotions, etc. in partnership with the HR group to develop solutions, programs, and policies to increase retention, employee satisfaction, employee development and cultural competencies
• Provides guidance and input on business or operational unit restructures, right-sizing, workforce planning and succession planning through identifying and developing high-potential employees and leaders
• Manages HR Advisor(s) that work within client group including, but not limited to, recruitment, selection, leadership, coaching, training, performance management, promotion, discipline, and termination

Role Competencies and Skills

• Applies advanced knowledge of job area typically obtained through advanced education and work experience.
• Establishing operational plans for job area.
• Developing and implementing new products, processes, standards or operational plans that will have impact on the achievement of functional results.
• Requires communication with leadership.
• Ensures policies, practices and procedures are understood and followed by direct reports, customers and stakeholders.
• Setting goals and objectives for team members for achievement of operational results.
• Policy and strategy implementation for short-term results (1 year or less).
• Problems faced are difficult to moderately complex.
• Influences others outside of own job area regarding policies, practices and procedures.
• Manages a team of experienced professionals who exercise latitude and independence in assignments.

Required Work Experience and Education/Certification

• Bachelor's degree from a three or four-year college or university, Master's degree in Business, Human Resources Management or related field preferred.
• Experience working with technology leaders and industry background/knowledge highly preferred.
• 8-10 years experience of HR management experience required preferably including experience as a Sr. HR Business Partner and/or HR Project Manager supporting an organization with 500+ employees, including strategic cross-functional partnership with department and/or executive leaders across the business, budgetary influence or oversight, vendor relationship management and a demonstrated comprehensive expertise of contract negotiations, strategic business impact(s) and service level agreements.
• SHRM SCP or CP Certification, PHR or SPHR preferred.
• 2 to 3 years of supervisory or management experience required.

Physical Demands

• Ability to sit for long periods, work on a computer with repetitive motions and utilize devices typically found in an office environment.
• Able to safely lift up to 35 pounds at a time using safe lifting techniques.
• Ability to communicate effectively with another person.
• Regular and predictable attendance is required.
• Ability to work in an office environment as required.
• Travel requirements: 15% or as required for company needs

Salary Range: $140,000-$150,000/15