Senior HR Business Partner

Continental Resources•Oklahoma City, OK

21d

About The Position

An experienced Human Resources professional serving 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.

Requirements

Bachelor’s degree from an accredited college or university.
Minimum of eight years of recent HR experience in progressively more complex HR generalist or business partner roles, including experience advising leaders on talent, performance, employee relations, and organizational effectiveness.
Acceptable pre-employment background and drug test.
Ability to consult with employees, managers, and senior leaders and influence decisions without direct authority.
Considerable experience advising leaders on workforce planning, organizational effectiveness, talent, performance and goal management, employee development, and employee relations.
Strong business acumen and ability to connect people strategies to business priorities and outcomes.
Strong verbal, written, facilitation, coaching, and presentation skills; communicates the why and creates clarity with no avoidable surprises.
Strong analytical and problem-solving skills, including the ability to interpret people data, identify trends, and turn insights into action.
Ability to prioritize and handle multiple competing priorities in a fast-paced, changing environment.
Ability to exercise sound judgment, maintain confidentiality, manage risk, and 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.
Requires prolonged sitting, some bending and stooping; occasional lifting up to 25 pounds; manual dexterity sufficient to operate a computer keyboard and calculator.
Demonstrates accountability, trustworthiness, collaboration, self-awareness, results orientation, action orientation, situational adaptability, and ability to optimize work processes.

Nice To Haves

Human Resources certification (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 and maintain proactive relationships with leaders through recurring talent and business check-ins; surface workforce risks, opportunities, and decisions early and often.
Develop and maintain workforce plans with leaders, including critical roles, skills and capability needs, staffing priorities, succession risks, and mitigation actions.
Advise leaders on organizational design, team structure, change management, and other organizational effectiveness priorities.
Partner with leaders and Talent Management to strengthen talent reviews, succession planning, bench strength, internal mobility, and development of critical capabilities.
Coach managers through goal setting, performance feedback, calibration, development planning, and performance improvement; reinforce clear expectations, accountability, and meaningful documentation.
Partner with Talent Acquisition and business leaders on strategic staffing, recruiting priorities, workforce needs, and candidate and new-hire experience; conduct or support onboarding and follow-up check-ins as appropriate.
Provide guidance to managers and employees on applicable federal, state, and local employment laws and Continental Resources’ policies, practices, and procedures.
Handle complex employee relations matters and conduct thorough, fair, and objective investigations; recommend solutions that support trust, consistency, productivity, retention, and a positive employee experience.
Use employee listening, engagement, turnover, exit interview, performance, recruiting, and other people data to identify trends, tell a clear story, and recommend actions to leaders.
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 Compensation & Benefits, Talent Acquisition, Talent Management, Training & Development, Payroll, HRIS, and other HR partners to deliver integrated solutions and a consistent employee experience.
Support manager capability, continuous learning, employee engagement, inclusion, culture, wellbeing, and Employee Value Proposition initiatives within assigned client groups.
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.