Senior HR Generalist

Crescent Energy•Midland, TX

About The Position

Crescent Energy is seeking a proactive Senior HR Generalist to support our growing organization. This role will act as a trusted advisor to business leaders across both field and corporate functions, delivering high-impact HR support that aligns talent strategies with operational goals. The HR Generalist will help drive performance, enable leadership effectiveness, and foster a culture of engagement, accountability, and continuous improvement. As we continue to expand, so does our need for world-class talent—and that’s where our HR team plays a critical role. Crescent’s HR Operations function is being thoughtfully designed as a high-impact, consultative partner to the business, capable of supporting both field and corporate needs in a quickly growing business. We are building a modern, agile HR model that balances strategic workforce planning with best-in-class employee experience and data-driven decision making. Joining Crescent means becoming part of a performance-driven culture where you’ll have the opportunity to shape the future of the HR function, work directly with senior leaders, and grow your career alongside a fast-moving, entrepreneurial organization. If you're energized by the challenge of building and scaling HR strategies in a high-growth oil and gas environment, we want to hear from you.

Requirements

7+ years of progressive experience in HR or equivalent role
Demonstrated experience advising leaders and resolving employee relations matters
Proven ability to operate with high integrity, discretion, and judgment, especially when handling sensitive issues
Proficiency in Microsoft Office Suite (Outlook, Word, Excel, PowerPoint)
Excellent communication, critical thinking, and interpersonal skills
Project management experience and comfort with leading initiatives independently
HR certifications (PHR, SPHR, SHRM-CP/SCP)

Nice To Haves

Working knowledge of Workday
Experience supporting a workforce that includes corporate, field-based, exempt, and hourly employees
Background in the oil and gas, energy, or industrial sectors
Experience in M&A integration and/or organizational change management

Responsibilities

Strategic HR Partnership Partner with business leaders to align HR initiatives with organizational goals, using data and insight to drive talent outcomes.
Collaborate on organizational design, workforce planning, and succession strategies, using tools within Workday to inform and support decisions.
Act as a trusted advisor and change agent during business transformation, M&A, or restructuring efforts.
Lead M&A organizational design and people selection in partnership with the HR Operations Team.
Talent Management & Development Guide end-to-end talent processes, including headcount planning, talent acquisition, and onboarding, in partnership with HR Generalists and Recruiting.
Facilitate talent reviews, calibrations, and development conversations using Workday’s talent and performance modules.
Identify upskilling needs and work with the Learning & Development team to deliver effective programs for both exempt and hourly populations.
Employee Relations & Engagement Lead complex employee relations matters with sound judgment and discretion, conducting timely investigations and recommending resolutions aligned with company policies and employment law.
Provide real-time coaching to managers on leadership effectiveness, team dynamics, and conflict resolution.
Drive employee engagement by facilitating feedback loops and supporting actions based on survey insights and workforce analytics.
Performance Management & Total Rewards Coach leaders on performance management best practices, supporting mid-year and annual review processes in Workday.
Support the development and administration of compensation and recognition programs, ensuring alignment with performance outcomes and market benchmarks.
Contribute to pay equity analysis and workforce planning strategies HR Policy, Compliance & Systems Maintain compliance with federal, state, and local labor laws; provide HR policy interpretation and lead policy updates as needed.
Partner with the HR team and legal to ensure consistent, compliant, and culturally aligned people practices across business units.
Serve as a functional expert in Workday HCM, using it to audit data, drive process improvements, and enhance self-service for managers and employees.