Oasis Petroleum
HR Business Partner Lead
Oasis Petroleum, Watford City, North Dakota, United States, 58854
Position Summary
The HR Business Partner Lead oversees the team that serves as strategic advisors and consultants to senior leaders, aligning human resources strategies with business objectives. The role is responsible for providing expertise and overseeing work in areas such as organizational development, talent management, workforce planning, employee relations, performance management, and change management. This position will play a key role in shaping and driving the Chord people and culture strategy to enhance organizational performance and foster a positive and engaging employee experience. The ideal candidate has a proven ability to form and promote strong relationships across an organization and be a champion of the company culture and values. This position is located in downtown Houston, TX, Williston, ND, or Watford City, ND and will report to the Human Resources Director. Hybrid work schedule is an option for remote work on Mondays and Fridays. Level and salary commensurate with experience.Essential Job Functions
Strategic Business Partner and Culture Champion
Oversees team responsible for culture initiatives, talent management, employee relations, performance management, and change management.Develops and provides metrics to validate success of programs and processes as they relate to the employee experience: engagement surveys, spot surveys, etc.Act as a trusted advisor to leaders on all HR-related initiatives.Embrace and live by the Chord Values - Care, Courage, Ownership, Unity, Resilience.Consistently build and maintain connections with staff through promoting company events, culture and values.Responsible for understanding the operations and strategic drivers of the company and working directly with designated department management to successfully meet objectives.Participate in and/or lead special projects or other HR related assignments as required by the Company's growth and new HR initiatives.Assist with the design and implementation of programs to improve employee engagement.Talent Management
Lead efforts in workforce planning, employee development, and retention strategies.Partner with Talent Acquisition Team Lead to prioritize talent needs.Serve overflow needs of the Talent Acquisition team.Employee Relations
Serve as a resource for managers and employees in addressing work-related issues and resolving conflicts.Ensure compliance with all federal, state, and local employment laws and regulations, HR policies, and practices while fostering positive work environment.Address any potential legal or HR risks and escalate issues when necessary.Performance Management
Oversee the performance review process.Provide coaching to leaders on managing performance, providing employee feedback, and career development.Change Management
Lead and support organizational change initiatives, working closely with leadership to ensure smooth transitions during restructuring, mergers, acquisitions, or other business changes.Manage integration efforts for M&A as needed.Workforce Planning & Analytics
Analyze HR data and metrics to provide insights into workforce trends, productivity, and effectiveness.Use data to influence decision-making and forecast future talent needs.Diversity, Equity & Inclusion (DEI)
Champion initiatives that promote diversity, equity, and inclusion across the organization.Work with leadership to embed DEI practices into recruitment, talent management, and workplace culture.This job description is not intended to be an all-inclusive list of duties and responsibilities of the position. Incumbents will be required to follow any other job-related instructions and duties outside of their normal responsibilities as assigned by their supervisor.Minimum Qualifications
Bachelor's Degree in Human Resources, Business, Communications, Marketing or related field.10 years of experience in a HR Business Partner or HR Generalist position.5 years managing a HR team.Proven experience supporting senior leaders and managing complex HR issues.Strong knowledge of labor laws, employment regulations, and HR best practices.Demonstrated experience in organizational development, talent management, and change management.Ability to work in a fast-paced and fluid environment; flexible with the demands of a growing company.Excellent interpersonal, verbal, and written communication skills.Ability to use good judgment and handle sensitive and confidential information.Detail oriented with the ability to prioritize multiple projects.Excellent interpersonal, verbal and written communication skills.Ability and proven experience analyzing and interpreting HR metrics and data to drive decision-making.Ability to meet deadlines and the ability to produce results under tight deadlines.Strong Microsoft skills (Outlook, Word, Excel and PowerPoint).Experience conducting internal investigations and leading performance improvement plans.Willing to travel as needed to ND field offices or to Houston corporate headquarters.Physical Requirements and Working Conditions: Must possess mobility to work in a standard office setting and to use standard office equipment, including a computer, stamina to maintain attention to detail despite interruptions, strength to lift and carry files weighing up to 10 pounds; vision to read printed materials and a computer screen, and hearing and speech to communicate in person and over the telephone.The 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.Preferred Qualifications
HR Certification (PHR, SPHR, SHRM-CP, SHRM-SCP).Experience with change management specific to M&A activity.Experience using Workday.Oil and gas experience.EEO Statement:Chord Energy does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
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The HR Business Partner Lead oversees the team that serves as strategic advisors and consultants to senior leaders, aligning human resources strategies with business objectives. The role is responsible for providing expertise and overseeing work in areas such as organizational development, talent management, workforce planning, employee relations, performance management, and change management. This position will play a key role in shaping and driving the Chord people and culture strategy to enhance organizational performance and foster a positive and engaging employee experience. The ideal candidate has a proven ability to form and promote strong relationships across an organization and be a champion of the company culture and values. This position is located in downtown Houston, TX, Williston, ND, or Watford City, ND and will report to the Human Resources Director. Hybrid work schedule is an option for remote work on Mondays and Fridays. Level and salary commensurate with experience.Essential Job Functions
Strategic Business Partner and Culture Champion
Oversees team responsible for culture initiatives, talent management, employee relations, performance management, and change management.Develops and provides metrics to validate success of programs and processes as they relate to the employee experience: engagement surveys, spot surveys, etc.Act as a trusted advisor to leaders on all HR-related initiatives.Embrace and live by the Chord Values - Care, Courage, Ownership, Unity, Resilience.Consistently build and maintain connections with staff through promoting company events, culture and values.Responsible for understanding the operations and strategic drivers of the company and working directly with designated department management to successfully meet objectives.Participate in and/or lead special projects or other HR related assignments as required by the Company's growth and new HR initiatives.Assist with the design and implementation of programs to improve employee engagement.Talent Management
Lead efforts in workforce planning, employee development, and retention strategies.Partner with Talent Acquisition Team Lead to prioritize talent needs.Serve overflow needs of the Talent Acquisition team.Employee Relations
Serve as a resource for managers and employees in addressing work-related issues and resolving conflicts.Ensure compliance with all federal, state, and local employment laws and regulations, HR policies, and practices while fostering positive work environment.Address any potential legal or HR risks and escalate issues when necessary.Performance Management
Oversee the performance review process.Provide coaching to leaders on managing performance, providing employee feedback, and career development.Change Management
Lead and support organizational change initiatives, working closely with leadership to ensure smooth transitions during restructuring, mergers, acquisitions, or other business changes.Manage integration efforts for M&A as needed.Workforce Planning & Analytics
Analyze HR data and metrics to provide insights into workforce trends, productivity, and effectiveness.Use data to influence decision-making and forecast future talent needs.Diversity, Equity & Inclusion (DEI)
Champion initiatives that promote diversity, equity, and inclusion across the organization.Work with leadership to embed DEI practices into recruitment, talent management, and workplace culture.This job description is not intended to be an all-inclusive list of duties and responsibilities of the position. Incumbents will be required to follow any other job-related instructions and duties outside of their normal responsibilities as assigned by their supervisor.Minimum Qualifications
Bachelor's Degree in Human Resources, Business, Communications, Marketing or related field.10 years of experience in a HR Business Partner or HR Generalist position.5 years managing a HR team.Proven experience supporting senior leaders and managing complex HR issues.Strong knowledge of labor laws, employment regulations, and HR best practices.Demonstrated experience in organizational development, talent management, and change management.Ability to work in a fast-paced and fluid environment; flexible with the demands of a growing company.Excellent interpersonal, verbal, and written communication skills.Ability to use good judgment and handle sensitive and confidential information.Detail oriented with the ability to prioritize multiple projects.Excellent interpersonal, verbal and written communication skills.Ability and proven experience analyzing and interpreting HR metrics and data to drive decision-making.Ability to meet deadlines and the ability to produce results under tight deadlines.Strong Microsoft skills (Outlook, Word, Excel and PowerPoint).Experience conducting internal investigations and leading performance improvement plans.Willing to travel as needed to ND field offices or to Houston corporate headquarters.Physical Requirements and Working Conditions: Must possess mobility to work in a standard office setting and to use standard office equipment, including a computer, stamina to maintain attention to detail despite interruptions, strength to lift and carry files weighing up to 10 pounds; vision to read printed materials and a computer screen, and hearing and speech to communicate in person and over the telephone.The 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.Preferred Qualifications
HR Certification (PHR, SPHR, SHRM-CP, SHRM-SCP).Experience with change management specific to M&A activity.Experience using Workday.Oil and gas experience.EEO Statement:Chord Energy does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
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