Human Resources Director

Crescent is a differentiated U.S. energy company committed to delivering value through a disciplined returns-driven growth through acquisition strategy and consistent return of capital. Our long-life balanced portfolio combines stable cash flows from low-decline production with a deep high-quality development inventory.

Crescent is a top three producer (by gross operated production) in the Eagle Ford basin. Crescents leadership is an experienced team of investment financial and industry professionals that combines proven investment and operating expertise. For more than a decade Crescent and our predecessors have executed on a consistent strategy focused on cash flow risk management and returns.Through disciplined and accretive investments we have successfully tripled the size of our company since going public in December 2021 while maintaining a strong balance sheet.

The HR Director is a hands-on strategic leader who partners closely with business leaders to drive Crescent Energys people strategy during a period of significant growth and change. This role leads HR operations builds scalable HR processes and supports a high-performance safety-focused culture. The HR Director plays a key role in shaping the companys HR structure and operating model. This role provides a unique opportunity for an HR professional to put their own fingerprints on HR structure processes and operating model as the company continues to grow/scale.

Key Responsibilities

HR Business Partnership

• Act as a strategic business advisor to executive leadership leading enterprise-wide human resources operations organizational integration recruitment strategy employee communications and workforce planning during a period of rapid growth and transformation.

• Translate business needs into scalable HR infrastructure that supports both corporate and field operations.

• Support leaders through growth change and integration initiatives; with experience leading the HR integration during M&A and Divestitures.

• Lead HR generalists recruiting team and key vendor relationships

HR Operations & Compliance

• Oversee day-to-day HR operations including employee relations HRIS onboarding/offboarding and compliance

• Develop and implement HR processes workflows and operational standards to support organizational growth and business objectives.

• Drive operational excellence through process improvement automation and implementation of scalable HR infrastructure and tools.

• Monitor HR metrics and workforce analytics to identify trends improve decision-making and support business strategy.

• Partner with Operations and HSE to reinforce a strong safety and compliance culture

• Manage required workforce reporting and regulatory filings including EEO affirmative action and other labor-related reporting obligations.

People Processes

• Lead annual HR programs including performance management compensation cycles talent reviews succession planning and employee engagement initiatives

• Partner with leadership to support organizational design workforce planning restructuring and integration activities.

• Ensure high-quality consistent and timely execution of all people processes

Employee Relations & Leadership Support

• Handle complex employee relations matters and internal investigations

• Participate in crisis management and business continuity efforts related to workforce operational or reputational events.

• Coach leaders through organizational change team effectiveness challenges and employee communication strategies to support business continuity and employee experience.

• Support leadership development and high-potential talent programs

Organizational Development & Change

• Support organizational design change management and workforce planning

• Monitor organizational health metrics and drive improvement initiatives

• Lead HR aspects of M&A and integration activities

• Develop communication strategies and change readiness plans to support successful adoption of new programs structures systems and business initiatives.

Qualifications

Required

• Bachelors degree in HR Business or related field

• 8 years of progressive HR experience including 3 years in leadership

• Strong experience as an HR business partner in operational environments

• Deep knowledge of HR operations employment law and people processes

• Strong communication leadership and change management skills

• Experience in Mergers and Acquisitions & organizational design

Preferred

• Experience in Workday

• Experience with Internal or External communication

• Energy oil & gas or manufacturing experience

• Masters degree or HR certifications (SHRM PHR/SPHR)

• Experience supporting field or multi-site operations

Core Competencies

• Business and financial acumen

• Strategic mindset with operational discipline

• Strong influence and collaboration skills

• Leadership coaching and talent development

• Resilience in fast-paced evolving environments

• Commitment to performance integrity inclusion and safety

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 .