Human Resources Business Partner

HR Business Partner (title commiserate with experience)

About Crescent Energy

Crescent Energy is a growth-oriented U.S. energy company focused on investing in proven assets and delivering long-term value to stakeholders. Our mission is to create sustainable value through disciplined investment operational excellence and a commitment to responsible energy development. We are a performance-driven organization that values innovation collaboration and integrity.

Position Summary

Crescent Energy is seeking a proactive and strategic HR Business Partner 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 Business Partner 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 talentand thats where our HR team plays a critical role. Crescents 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 youll 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 youre energized by the challenge of building and scaling HR strategies in a high-growth oil and gas environment we want to hear from you.

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 Workdays 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.

Data & Reporting

• Present key people metrics to drive continuous improvement and influence business decisions.
• Monitor and report on trends in turnover engagement diversity performance and ER issues translating data into actionable insights.

Qualifications

Required Education Experience and Skills

• 7 years of progressive experience as an HR Business Partner 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)

Preferred Qualifications

• 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 organizational change management

Crescent Energy is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race color religion gender/pregnancy gender identity or expression sexual orientation national origin genetics disability age veteran status or any other legally protected status. Crescent Energy is also committed to compliance with all fair employment practices regarding citizenship and immigration status. If you require accommodation to complete the application process please let us know by contacting Kimberly Kalsey at