Human Resources Manager

Kodiak Gas Services•The Woodlands, TX

11d

About The Position

The Human Resources Manager is a trusted advisor to business and operational leaders, translating workforce priorities into practical people strategies that strengthen safety, performance, engagement, and retention. This hands-on leader delivers consistent HR support across assigned functions or regions, coaches leaders through complex employee matters, and uses workforce insights to improve organizational effectiveness and the employee experience. The role partners with Power leaders and employees across field, plant, project, and corporate support teams. It supports workforce planning and talent acquisition for new sites, customer projects, technologies, regions, and critical technical roles; evaluates schedules, coverage, travel, and project needs; and uses workforce data to identify risks and guide action plans. The manager also supports career paths, succession, leadership development, technical training, integration, and organizational change. The position provides employee-relations support, conducts workplace investigations, manages performance and corrective-action processes, and supports employee experience and retention initiatives. It partners on recruiting, compensation decisions, talent reviews, development planning, employment compliance, regulatory matters, benefits, accommodations, and leave administration. The role also tracks workforce indicators, maintains accurate records in Workday and related systems, delivers responsive HR service, improves processes, and contributes to cross-functional HR projects. The role operates predominantly in an office environment, with up to 25% travel required. Some work, representing less than 10% of duties, involves frequent bending, moving, and lifting less than 10 pounds.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and experience.
Five or more years of progressive, broad-based HR experience supporting leaders and employees.
Demonstrated experience in employee relations, investigations, performance management, recruiting, workforce planning, talent development, compensation, leave administration, and employment compliance.
Working knowledge of federal and state employment laws and HR best practices.
Experience using Workday or a comparable HRIS and translating people data into actionable business insights.
Strong business acumen and ability to balance employee advocacy, operational priorities, consistency, and risk.
Excellent coaching, facilitation, active-listening, conflict-resolution, negotiation, written communication, and verbal communication skills.
Analytical mindset with the ability to identify patterns, communicate a clear point of view, and measure outcomes.
Learning agility, adaptability, discretion, and resilience in a fast-paced, changing environment.
Ability to build trust across all organizational levels and collaborate effectively in a matrixed HR model.
Up to 25% travel required.

Nice To Haves

Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience supporting field, operations, or multi-site workforces.
Experience with DOT-regulated workforces.

Responsibilities

Serve as the primary HR partner to Power leaders and employees across field, plant, project, and corporate support teams.
Develop workforce plans for new sites, customer projects, technologies, and regions, including staffing models, critical-role pipelines, mobilization, and organizational readiness.
Partner with operations and recruiting leaders to attract, select, onboard, and retain power-generation talent.
Assess rotation and shift schedules, relief coverage, travel demands, and project requirements, and recommend sustainable workforce solutions.
Use retention, engagement, staffing, overtime, vacancy, and workforce-movement data to identify risks and lead targeted action plans.
Coordinate career paths, succession plans, leadership development, and technical-training priorities.
Support integration and change initiatives by aligning policies, programs, systems, communications, and leader practices.
Partner with Safety, Legal, Compensation, Benefits, Payroll, Training, and operational leaders to deliver consistent, compliant HR solutions.
Translate business priorities into workforce, organization-design, talent, and change plans; identify organizational risks and recommend practical, data-informed solutions.
Lead change-management and communication plans and model inclusive leadership.
Coach leaders and support employees on performance, attendance, conduct, conflict resolution, and policy application.
Conduct timely, impartial workplace investigations, document findings, and guide consistent, legally compliant outcomes.
Manage performance-improvement and corrective-action processes.
Identify employee-experience and retention opportunities using listening, engagement, stay, and exit insights, and partner with leaders on action plans.
Support goal setting, check-ins, talent reviews, and performance calibration.
Partner with leaders on workforce plans, position design, job descriptions, selection criteria, and internal mobility.
Lead recruitment for priority roles and improve candidate quality, hiring speed, and candidate and onboarding experiences.
Collaborate with Compensation on offers, promotions, job changes, merit, incentives, and off-cycle pay decisions.
Facilitate talent reviews, succession planning, and development planning; coach leaders to create growth opportunities.
Ensure compliance with company policy and applicable employment, leave, wage-and-hour, equal employment opportunity, DOT, drug-testing, and safety requirements.
Partner with Legal, Safety, Payroll, Benefits, and operational leaders to assess risk and resolve complex matters.
Support audits and regulatory reporting with accurate, timely documentation and workforce data.
Maintain complete, confidential records and strong data integrity in Workday and related systems.
Guide employees and leaders through benefit, accommodation, and life-event questions.
Coordinate FMLA, disability, military, and other leave cases, and support return-to-work and workplace accommodation processes.
Partner with Training & Development to assess capability gaps and deliver manager, leadership, and workforce development solutions.
Facilitate leadership, policy, compliance, and team-effectiveness sessions as needed; complete and reinforce required quarterly and annual training.
Track and interpret workforce indicators, including headcount, turnover, retention, vacancies, time to fill, talent movement, and employee-relations trends.
Turn data and employee feedback into insights, recommendations, and measurable action plans.
Deliver accurate, timely employee transactions and responsive HR service while protecting confidentiality.
Simplify and standardize HR processes, improve self-service, and promote effective use of Workday and other people systems.
Contribute to cross-functional HR projects and continuously improve the employee and leader experience.