Senior Human Resource Business Partner

AWC, Inc.•St. George, LA

About The Position

AWC is seeking an experienced Senior HR Business Partner to influence leaders, strengthen organizational effectiveness, and foster a culture where high performance and mutual respect coexist. This role is ideal for an HR professional who enjoys solving complex people challenges, coaching leaders, and helping organizations perform at their best. The Senior HR Business Partner will serve as a trusted advisor to leaders across the organization, helping them navigate employee relations, performance management, workforce planning, and organizational structure. The successful candidate will be viewed as a credible business partner who helps leaders solve problems, strengthen teams, improve organizational effectiveness, and build long-term success across the business.

Requirements

10–15+ years of progressive HR experience with a strong track record of influencing leaders, improving organizational effectiveness, and driving business outcomes
Experience supporting operational, industrial, manufacturing, field service, or multi-site environments strongly preferred
Demonstrated ability to build credibility and trusted partnerships with operational and technical leaders across multiple levels of an organization
Bachelor’s degree required
Engineering, technical, or analytical backgrounds are highly valued, as we appreciate problem solvers who approach people challenges with structured thinking

Nice To Haves

Experience building strong relationships and trust with both frontline employees and senior operational leaders
Demonstrated ability to influence leaders through credibility, judgment, and practical business partnership rather than policy enforcement alone
Background supporting industrial, manufacturing, field service, or multi-site operational environments
Lean, continuous improvement, or process improvement mindset with the ability to identify root causes and simplify complexity
Ability to balance employee trust, operational realities, and business performance in fast-paced environments
Experience helping organizations scale leadership capability, accountability, and workforce effectiveness without creating unnecessary bureaucracy

Responsibilities

Serve as a trusted advisor to leaders on employee relations, team dynamics, organizational effectiveness, and leadership challenges
Influence leaders through credibility, sound judgment, and practical business thinking
Help managers think strategically about how they structure, lead, and develop their teams to achieve business results
Provide guidance on organizational design, role clarity, span of control, and reporting structures
Partner with leaders to align workforce resources with operational priorities while maintaining healthy team dynamics and accountability
Help leaders assess whether challenges stem from capacity, capability, leadership, workflow, or structural issues
Support leaders in evaluating staffing models, workload distribution, and team composition
Identify opportunities to improve organizational effectiveness through better role definition, process alignment, communication, and talent deployment
Assist leadership in making informed decisions around hiring, restructuring, succession planning, or reallocating people resources
Help instill leadership habits and management disciplines that create scalable, high-performing teams
Coach leaders through difficult employee situations with confidence, professionalism, and fairness
Support managers in setting expectations, delivering feedback, building accountability, and strengthening team trust
Guide leaders through performance improvement conversations, corrective action, and when necessary, terminations
Help leaders balance empathy, accountability, and operational expectations in a way that strengthens credibility with employees
Build authentic relationships with employee-owners and leaders across multiple levels of the organization
Address workplace concerns early and help resolve issues before they escalate into larger organizational problems
Foster a culture of trust, respect, accountability, and open communication
Serve as a calm, credible presence during sensitive or high-pressure situations
Help leaders strengthen employee trust through consistency, fairness, communication, and follow-through
Conduct workplace investigations related to employee concerns, policy violations, ethics matters, or misconduct
Gather facts objectively and provide clear, balanced findings and recommendations
Ensure fair and consistent application of company policies and employment practices
Help leaders navigate sensitive situations while protecting trust, integrity, and organizational credibility