Senior Human Resources Business Partner

Caturus Management Services•Houston, TX

31d

About The Position

The Senior HR Business Partner is a dynamic, dual-mandate role within the Caturus Human Resources team. In the business partner capacity, this individual serves as a trusted HR advisor and day-to-day generalist resource to assigned client groups across upstream, midstream, LNG, and corporate functions, supporting employee relations, performance management, organizational effectiveness, and talent initiatives. Equally important, this individual brings Training and Development experience to Caturus — supporting the build of infrastructure, content, and delivery mechanisms needed for a high-performing, safety-conscious, and leadership-ready workforce. A particular area of focus will be the development and ongoing delivery of supervisory and leadership training programs that equip people managers at all levels to lead effectively in a high-growth energy company environment. Reporting to the VP, Human Resources, this role is ideal for an experienced HR professional who is energized by both strategic partnership and building programs from the ground up.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business Administration, Education, or a related field required.
PHR, SPHR, SHRM-CP, or SHRM-SCP strongly preferred.
ATD CPTD (Certified Professional in Talent Development) or equivalent learning and development certification a plus.
Proven HR generalist or business partner experience, with demonstrated ability to support managers and employees across a broad range of HR matters.
Solid experience designing and delivering training programs, with specific experience building or facilitating supervisory and/or leadership development content.
Certification or formal training in facilitation methodologies (e.g., DDI, FranklinCovey, Ken Blanchard, Crucial Conversations, or similar leadership development frameworks).
Experience with e-learning authoring tools (Articulate 360, Rise, Adobe Captivate, or equivalent).
Exposure to succession planning, talent review, or high-potential development programs.
Prior experience in the energy, oil and gas, or industrial sector preferred; understanding of both a corporate office and field/operations workforce dynamic is a strong plus.
Experience supporting a PE-backed, high-growth, or pre-IPO company through a period of rapid organizational scaling.
Strong HR generalist foundation: solid knowledge of employment law, employee relations, performance management, and HR compliance (federal, and Texas/Louisiana state law).
Demonstrated facilitation and instructional design skills; ability to create engaging, relevant content for both in-person and virtual delivery.
Confident, credible presenter and communicator with the ability to engage audiences ranging from frontline supervisors to senior executives.
Proven ability to build trusted, consultative relationships with business leaders and function as a strategic thought partner — ability to influence leaders at all organizational levels.
Strong project management skills; ability to manage multiple priorities, build programs in parallel, and deliver on commitments in a fast-paced environment.
Experience supporting the build of a training or learning function, program, or curriculum in a startup, high-growth, or resource-lean environment strongly preferred.
Data-literate; comfortable using HR metrics and training evaluation data to tell a story and drive decisions.
Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint); experience with HRIS platforms (SuccessFactors, ADP, or equivalent); familiarity with LMS platforms (SuccessFactors or equivalent).
High emotional intelligence, sound judgment, and the ability to handle sensitive situations with discretion and care.

Nice To Haves

PHR, SPHR, SHRM-CP, or SHRM-SCP strongly preferred.
ATD CPTD (Certified Professional in Talent Development) or equivalent learning and development certification a plus.
Prior experience in the energy, oil and gas, or industrial sector preferred; understanding of both a corporate office and field/operations workforce dynamic is a strong plus.
Experience supporting a PE-backed, high-growth, or pre-IPO company through a period of rapid organizational scaling.
Experience supporting the build of a training or learning function, program, or curriculum in a startup, high-growth, or resource-lean environment strongly preferred.

Responsibilities

Serve as the primary HR point of contact for assigned business units or client groups, providing day-to-day guidance and support on employee relations matters, performance management, policy interpretation, and HR best practices.
Partner with managers and leaders on workforce planning, organizational design, job leveling, and headcount management, in coordination with Talent Acquisition and Compensation.
Support the full employee lifecycle — including onboarding, internal transfers, promotions, separations, and offboarding — ensuring a consistent, positive, and compliant employee experience.
Support employee relations investigations with professionalism, consistency, and appropriate confidentiality; escalate matters to the VP, HR and Legal, as warranted.
Coach and advise people managers on employee issues, conflict resolution, performance management processes, corrective action, and documentation best practices; support the annual performance review cycle.
Support Talent Acquisition and Compensation on role scoping, interview process design, and offer development for assigned client groups.
Manage global mobility assignments and the performance of external vendors that are chosen to facilitate these assignments.
Partner with leadership on succession planning and talent assessment activities.
Maintain working knowledge of federal, state, and local employment law (Texas & Louisiana focus); ensure HR practices and manager actions remain in compliance; escalate legal questions to HR leadership and Legal counsel.
Analyze HR data and metrics (turnover, headcount, engagement trends) within assigned client groups and surface insights and recommendations to leadership.
Support company-wide HR initiatives including engagement surveys, total rewards communication, policy updates, and HRIS optimization.
Create manager toolkits, templates, workflows, and practical resources that support business leaders.
Support the build of Caturus’ Training and Development function, including program strategy, infrastructure, delivery platforms, and governance.
Conduct a learning needs assessment across the organization to identify skill gaps, development priorities, and training opportunities — with particular emphasis on people manager and leadership effectiveness.
Develop, and facilitate supervisory and leadership training curriculum tailored to Caturus’ culture, competence level, and operational environment. Core program areas may include (but are not limited to): Supervisory Skills 101, Leadership Essentials, Effective Coaching and Performance Conversations, Performance Management - Building High-Performing Teams, Change Management and Communication for Managers.
Facilitate live training sessions (in-person and virtual) with confidence and credibility across employee levels, from frontline supervisors through senior managers.
Evaluate training effectiveness through participant feedback, knowledge assessments, and on-the-job behavioral indicators; iterate programs based on data and manager/employee input.
Build and maintain a library of training materials, job aids, facilitation guides, and e-learning content that scales with company growth.
Partner with HSE and Operations leadership to ensure field-based and operations personnel receive appropriate role-specific safety, regulatory, and skills training in addition to leadership programming.
Champion a learning culture at Caturus by promoting continuous development, supporting individual development plan (IDP) adoption, and recognizing learning milestones.