Human Resource Business Partner

Opal Fuels•City of White Plains, NY

2d•$120,000 - $140,000•Hybrid

About The Position

The HR Business Partner is a hands-on HR advisor responsible for supporting people practices aligned with business priorities across OPAL Fuels’ renewable natural gas, fuel station services, and corporate functions. Based in White Plains, NY, this role reports to the Chief Human Resources Officer and partners with assigned business groups to support employee relations, workforce planning, performance management processes, HR compliance, onboarding, leave management, and culture-building in a fast-growing, safety-focused energy business. We are hiring two HR Business Partners. One will will provide HR business partnership support to Operations and Corporate Functions which includes RNG Plant operations, Finance, Human Resources, Legal and Communications. The other will support Sales and Operations which includes Fuel Station Sales Team and Fuel Station Services and Construction teams. This coverage model requires close partnership with operational and corporate leaders and their teams.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development or a related field required; master’s degree or HR certification preferred.
7+ years of progressive HR experience, including HR business partner experience supporting operational, field-based or multi-site employee populations.
Demonstrated experience supporting workforce planning, employee relations, organizational effectiveness and change management activities.
Strong working knowledge of employment law, HR policies, performance management, investigations and employee relations best practices.
Experience supporting industrial, energy, construction, logistics, field service, manufacturing or infrastructure-related workforces preferred.
Preferred experience in both large multinational corporations and small start-up enterprises, with broad exposure across HR responsibilities including payroll, compensation, benefits, talent acquisition, learning and development, and HR systems implementation.
Ability to travel as needed to support assigned business groups, field locations and HR priorities.

Nice To Haves

Strategic thinking with practical execution discipline
Business acumen and ability to understand operational drivers
High judgment, discretion and credibility with employees and managers
Strong coaching, influencing and conflict-resolution skills in a business partnership context
Analytical mindset with the ability to convert HR data into action
Comfort working in a fast-paced, growing and geographically dispersed environment
Commitment to safety, compliance, inclusion and continuous improvement
Flexible, resilient and open to jump in and help in all areas of HR when needed.

Responsibilities

Serve as a trusted HR partner to assigned business groups, translating operating needs into practical people solutions that support engagement, productivity, retention and organizational capability.
Support workforce planning for assigned client groups, including headcount planning, talent risk identification, organizational needs assessment and capability-building activities.
Partner with leaders on employee relations matters, performance improvement, investigations, policy interpretation and conflict resolution while promoting fairness, consistency and compliance.
Support managers with effective communication, feedback, accountability, change adoption and employee development practices.
Support annual and mid-year performance management processes, including goal setting, calibration, performance conversations and follow-through on development plans.
Partner with Talent Acquisition to define hiring priorities, strengthen selection decisions and ensure onboarding plans create early impact for new hires.
Administer onboarding and offboarding processes for talent across assigned client groups, ensuring a consistent employee experience, timely completion of required documentation and effective coordination with managers and HR partners.
Administer all leave management processes, including workers’ compensation management, claim intake coordination, required documentation, follow-up with employees, managers and carriers, and coordination to support timely case resolution, compliance and return-to-work planning.
Use HR metrics and business data to identify trends, assess organizational health and recommend actions related to turnover, staffing, engagement, absenteeism, productivity and capability gaps.
Collaborate with HR colleagues on compensation, benefits, learning and development, talent acquisition and policy deployment.
Provide back up coverage for all areas of HR including payroll administration.
Champion OPAL Fuels’ culture, values, safety mindset and commitment to execution across geographically dispersed field, operational and corporate teams.
Support change initiatives related to growth, process improvement, restructuring, integration, technology adoption and business transformation.