On Site Human Resources Business Partner

Target Hospitality•Quanah, TX

10d•Onsite

About The Position

Serves as the dedicated on-site Human Resources partner for an assigned lodge community, living and working alongside the team on rotation. This role owns employee relations, investigations, and supervisor coaching at the site level; partners with Talent Acquisition and Operations on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every department. Where corporate HR sets the framework, this role makes it real for the people actually working the rotation.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
3+ years of progressive HR generalist or HR business partner experience supporting an hourly, frontline workforce.
Demonstrated experience conducting workplace investigations and documenting outcomes.
Working knowledge of federal and multi-state employment law, including wage and hour, FMLA, ADA, and EEO requirements.
Experience advising supervisors on performance management and corrective action.
Proficiency with HRIS systems and Microsoft Office, including Excel and Outlook.
Sound judgment, discretion, and the ability to maintain confidentiality.
Ability to build credibility quickly with both frontline employees and site leadership.
Ability and willingness to live on site and work long rotations away from home.
Must be able to pass a background check and urinalysis.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Bilingual in English and Spanish.
Experience supporting remote-site, camp, hospitality, construction, energy, or industrial workforces.
Experience coaching first-time supervisors promoted from frontline roles.

Responsibilities

Accountable and responsible for maintaining a safety culture, following all SOPs, JSAs, and policies and procedures as set out by Target Hospitality.
Serve as the on-site HR partner to the Lodge Manager and department leadership, providing day-to-day guidance on people matters.
Be visible and accessible across the lodge — in the kitchen, housekeeping areas, front desk, and maintenance shop — rather than working solely from an office.
Build trust with a workforce living on site for weeks at a time, and act as a credible point of contact for employees raising concerns.
Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
Advise supervisors on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
Mediate conflicts between employees and between departments, recognizing the added pressure of a live-on-site rotational environment.
Escalate significant employee relations matters, legal exposure, and emerging patterns to the Director of Human Resources.
Partner with Talent Acquisition on site staffing plans, requisition priorities, arrival coordination, and rotation coverage.
Support new hire onboarding and orientation on site, and ensure new employees receive follow-up during their first rotations.
Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
Track and analyze site turnover trends, and partner with Operations leadership on retention actions.
Interpret and apply company policy and federal, state, and local employment law, including wage and hour, FMLA, ADA, and EEO requirements.
Administer and track leaves of absence, accommodation requests, and return-to-work coordination.
Partner with Safety and Risk on incident follow-up and workers’ compensation cases, supporting injured employees through the process.
Maintain accurate employee records and site data in the HRIS, and audit for completeness and accuracy.
Support compliance requirements for the international and visa-based workforce in coordination with the corporate HR team.
Deliver training to supervisors and employees on policy, harassment prevention, and people management fundamentals.
Support engagement, recognition, and culture initiatives that make a long rotation feel worth returning to.
Coach frontline supervisors — many of whom are first-time leaders promoted from within — on managing their teams.
Additional duties may be assigned by a manager.