Senior HR Business Partner

Continental Resources•Oklahoma City, OK

13d

About The Position

An experienced Human Resources professional who serves as a strategic HR Business Partner to assigned business units and departments. The role aligns people strategy with business priorities by advising leaders on workforce planning, organizational effectiveness, talent, performance, employee experience, and complex employee relations matters. It partners across HR Centers of Excellence and HR Operations to deliver integrated, practical solutions that strengthen organizational capability, mobilize talent, and position HR as a trusted business advisor. The position also provides guidance on employment laws and company policies, handles complex employee relations matters and investigations, applies people data to inform recommendations, maintains accurate HRIS data, and supports initiatives in manager capability, learning, engagement, inclusion, culture, wellbeing, and employee value proposition. It leads or co-leads strategic HR projects and performs other duties as assigned.

Requirements

Bachelor’s degree from an accredited college or university.
At least eight years of recent HR experience in progressively more complex HR generalist or business partner roles.
Experience advising leaders on talent, performance, employee relations, and organizational effectiveness.
Ability to consult with employees, managers, and senior leaders and influence decisions without direct authority.
Strong business acumen and ability to connect people strategies to business priorities and outcomes.
Strong verbal, written, facilitation, coaching, and presentation skills.
Strong analytical and problem-solving skills, including interpreting people data, identifying trends, and turning insights into action.
Ability to prioritize and handle multiple competing priorities in a fast-paced, changing environment.
Sound judgment, confidentiality, risk management, and ability to provide practical, strategic HR support.
Ability to apply change management, organizational design, talent mobility, succession, and skills-based workforce practices.
Proficiency with Workday or comparable HRIS and reporting and analytics tools, and ability to learn and apply HR technology, AI, and workflow automation responsibly.
Demonstrated accountability, integrity, collaboration, self-awareness, results orientation, action orientation, situational adaptability, and ability to optimize work processes.
Successful completion of an acceptable pre-employment background check and drug test.
Ability to meet the physical requirements: prolonged sitting, some bending and stooping, occasional lifting up to 25 pounds, and manual dexterity to operate a computer keyboard and calculator.

Nice To Haves

Human Resources certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.
Experience with Workday HRIS.
Previous experience in oil and gas, energy, or another operations-intensive industry.

Responsibilities

Serve as a strategic HR advisor to assigned client groups, translating business priorities into practical people strategies and measurable actions.
Build proactive relationships with leaders through recurring talent and business check-ins, surfacing workforce risks, opportunities, and decisions.
Develop and maintain workforce plans covering critical roles, skills and capability needs, staffing priorities, succession risks, and mitigation actions.
Advise leaders on organizational design, team structure, change management, and organizational effectiveness.
Partner with leaders and Talent Management on talent reviews, succession planning, bench strength, internal mobility, and development of critical capabilities.
Coach managers on goal setting, performance feedback, calibration, development planning, and performance improvement; reinforce expectations, accountability, and documentation.
Partner with Talent Acquisition and business leaders on staffing strategy, recruiting priorities, workforce needs, candidate and new-hire experience, onboarding, and follow-up check-ins.
Provide guidance to managers and employees on applicable employment laws and company policies, practices, and procedures.
Handle complex employee relations matters and conduct thorough, fair, and objective investigations; recommend appropriate solutions.
Use employee listening, engagement, turnover, exit interview, performance, recruiting, and other people data to identify trends and recommend actions.
Enter, maintain, and audit accurate data in Workday; promote consistent processes, data quality, reporting, and responsible use of HR technology, AI, and workflow automation.
Collaborate with HR partners, including Compensation & Benefits, Talent Acquisition, Talent Management, Training & Development, Payroll, and HRIS, to deliver integrated solutions and a consistent employee experience.
Support manager capability, continuous learning, employee engagement, inclusion, culture, wellbeing, and Employee Value Proposition initiatives.
Lead or co-lead strategic HR projects and initiatives that build organizational capability, mobilize talent, improve employee experience, and drive business value.
Perform other duties as assigned.