Human Resources Business Partner - SG&A

OmniOn Power•Plano, TX

5d•Onsite

About The Position

We empower smarter business operations by connecting equipment, software, and services to protect, control and optimize assets within electrical infrastructures. The business provides customers, across various industries, with end-to-end product and service solutions ensuring the reliability and protection of their electrical infrastructure. We provide the latest industry insights and technology to develop solutions needed to meet customers evolving challenges, including innovative critical power solutions designed for high reliability and performance. Our culture is one of quality and operational excellence fueled and supported by talented people, tools and processes, and expertise. The HR Business Partner serves as the primary HR advisor to assigned business leaders, partnering closely with managers to build a high-performing, engaged, and accountable workforce. This role combines strategic partnership with hands-on execution, requiring a strong presence in the business and the ability to balance operational priorities with sound people practices. The successful candidate will play a significant role in full-cycle recruiting, partnering with hiring managers and Talent Acquisition to attract and hire top talent for critical operational, technical, and professional positions. In addition, this role provides practical guidance on employee relations, performance management, corrective actions, workplace investigations, and organizational effectiveness. Working closely with front-line leaders and employees across a geographically dispersed, field-based organization, the HR Business Partner helps leaders make timely, fair, and business-focused people decisions while ensuring compliance with company policies and employment laws. This role will report to the HR Director of SG&A and will be located at the OmniOn Power's HQ in Plano, TX.

Requirements

Bachelor's degree in Human Resources, Labor Relations, Business, Psychology, or a related field from an accredited college or university.
Five or more years of progressive HR generalist or HR business partner experience with increasing scope and responsibility.
Demonstrated hands-on experience with full-cycle recruiting, including sourcing and screening candidates rather than solely coordinating with a recruiting team.
Demonstrated experience advising managers on corrective action, conducting workplace investigations, and resolving employee-relations issues.
Experience directly supporting an hourly, field-based, skilled-trades, manufacturing, service, or other blue-collar workforce.
Experience supporting a geographically dispersed field Services organization.
Working knowledge of U.S. employment laws and practical experience applying HR policies consistently.

Nice To Haves

Experience recruiting technicians, skilled-trades employees, field-service employees, or other difficult-to-fill operational roles.
Experience working in Workday or a comparable HRIS.
Strong documentation, organization, and follow-through, particularly in employee-relations and corrective-action matters.
Ability to build trust at every level of the organization and to communicate comfortably with front-line employees, supervisors, and senior leaders.
Sound judgment, discretion, and the confidence to challenge leaders constructively when needed.
Ability to work independently, manage competing priorities, and stay effective in a fast-moving, matrixed environment.
Clear written and verbal communication, practical problem-solving skills, and a continuous-improvement mindset.
SHRM-CP/SCP or PHR/SPHR certification.

Responsibilities

Serve as the primary HR partner and first point of contact for assigned leaders, managers, and employees across field and business operations.
Develop a strong understanding of business goals, staffing needs, work practices, and workforce challenges; translate that understanding into clear HR priorities and actions.
Own or actively support full-cycle recruiting for hourly, skilled-trades, technical, and professional positions, including intake meetings, sourcing, screening, interview coordination, selection, offers, and onboarding.
Build talent pipelines and recommend recruiting approaches that improve candidate quality, speed, and retention in hard-to-fill markets.
Provide direct guidance on performance management and corrective action, ensuring issues are investigated, documented, and addressed fairly, consistently, and in accordance with company policy and applicable law.
Conduct or support workplace investigations, conflict resolution, employee complaints, and sensitive employee-relations matters; identify risk and escalate appropriately.
Coach managers on communication, feedback, attendance, conduct, performance expectations, employee development, and team effectiveness.
Partner with leaders to improve retention, engagement, workforce capability, organizational effectiveness, and succession pipelines.
Lead and support annual HR processes, including performance reviews, talent reviews, compensation planning, workforce planning, and employee communications.
Maintain accurate, timely, and confidential employee documentation and HR data; identify process improvements and follow issues through to resolution.
Collaborate with Talent Acquisition, Compensation, Benefits, HR Operations, Legal, and other partners to deliver coordinated support to the business.
Lead HR projects and change initiatives as assigned.