hr business partner primoris energy services

Primoris Services Corporation

<div><div><div>Primoris Energy Services, a subsidiary of Primoris Services Corporation, located in Pearland, TX is searching for an experienced HR Business Partner. In this full-time role, you will work side by side with leadership and employees to strengthen HR practices, support business operations, and ensure seamless alignment with corporate objectives. We&rsquo;re seeking a collaborative professional who excels at building relationships, providing hands-on guidance, and creating lasting impact. The successful candidate will have experience establishing and driving HR programs/talent initiatives forward. Primoris is ranked in the top 1% of the prestigious Top 600 Specialty Contractors List by Engineering News-Record (ENR). Join our team today!

Job Summary:

The HR Business Partner will join a transformational human resources (HR) team supporting the growth of our business and ensuring smooth and efficient business operations. This individual will be a trusted partner within our department and throughout the organization and be able to sharpen their skills, learn and grow as an HR professional. The HR Business Partner supports the operational and functional teams within the business unit; they work closely with management and employees providing hands-on and strategic input, insight, and advice on people-related issues: talent management, employee relations, coaching/development, compensation, conflict management, organizational development, and training. The HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward, while ensuring they align with the company's business objectives.

Duties and Responsibilities:
<ul>
<li>Build meaningful relationships with professional and craft personnel to improve the brand of the HR function (beyond tactical)</li>
<li>Partner with senior operations leaders to advise on best business practices and strategic direction</li>
<li>Advise, coach, and consult with senior operations leaders and field leadership on employee concerns and issues regarding policies, practices, terminations, discipline, compensation, and performance</li>
<li>Partner with field leadership to mitigate and decrease escalated employee relations concerns, as well as consult on best business practice</li>
<li>Identify areas where HR related processes could be improved or made more efficient for end-users</li>
<li>Perform effective and timely investigations into employee relations concerns in the offices and field</li>
<li>Develop and complete on-site/in-person training for managers on HR-related policies and legislation</li>
<li>Perform effective and concise exit interviews with all professional personnel departing the organization</li>
<li>Ensure compliance and advise on mandatory and non-mandatory training, drug screens, and background policies</li>
<li>Conduct training for all employees on new HR policies, as applicable</li>
<li>Interpret and clarify employment legislation questions and queries, and ensure compliance with such legislation</li>
<li>Act as a representative for escalated unemployment claims</li>
<li>Assist in the advisement and monitoring of leave management and ADA accommodation processes</li>
<li>Other duties as required by management</li>
</ul>
Travel Requirements:
<ul>
<li>This is an onsite position for 5 days a week; flexibility may be discussed at a later date dependent on role performance</li>
<li>In order to build meaningful relationships and support our field leaders, travel may be required on a monthly basis to our various project locations. Dependent on jobsite, this may be up to 5 business days (requiring overnight stays)</li>
</ul>
Required Skills/Qualifications:
<ul>
<li>Bachelor&rsquo;s degree preferred, with a focus in Human Resources, Business Administration or related field preferred or equivalent work experience</li>
<li>6 - 8 years of HR Generalist/Business Partner experience is required, with experience supporting industrial construction/oil and gas workforces considered a strong asset</li>
<li>Skilled in the use of MS Office (Word, Excel, Outlook, PowerPoint) and office 365</li>
<li>Experience with talent management programs (such as UltiPro, iCIMS, Workday, HireDesk, or Taleo)</li>
<li>Experience with HRIS programs such as UltiPro, ADP, and/or Workday</li>
<li>Demonstrated ability to provide beneficial recommendations to resolve HR-related issues related to employee relations issues, regulations, laws, and policies</li>
<li>Must be able to work under pressure, to multi-task, and to meet deadlines</li>
<li>Effective communication skills with individuals at all levels of the organization</li>
<li>A PHR or SHRM-CP designation (or working towards a designation) would be considered an asset</li>
</ul>
Benefits:
<ul>
<li>Competitive compensation paid weekly</li>
<li>Best-in-class; Medical, Dental, Vision, and LTD/STD</li>
<li>401(k) with company match, vested day-one</li>
<li>Employee Stock Purchase Plan [ESPP]</li>
<li>Tuition Reimbursement</li>
<li>Paid Time Off, Holiday Pay, and Community Service Paid Time Off</li>
<li>Pet Coverage &quot;For our Furry Friends&quot;</li>
<li>Legal Assistance Coverage</li>
<li>Award winning safety programs</li>
</ul>
Company Overview:

Primoris was formed in 2004 as the parent company and is traded on the NYSE under the symbol PRIM. We provide a wide range of construction, maintenance, and engineering services for power generation, oil and gas, chemical, pipeline, utilities and distribution, and civil infrastructure clients. Primoris is ranked in the top 1% of the prestigious Top 600 Specialty Contractors List by Engineering News-Record (ENR), having built projects throughout the U.S. and Canada. For additional information, please visit www.prim.com.

Primoris Energy Services is a major direct-hire contractor in the U.S. delivering self-performed turnkey industrial construction and EPC services. We offer these services to our clients within the refining, gas processing, chemical/petrochemical, hydrogen, power generation, mining, pulp and paper industries from the first groundbreaking activity all the way through commissioning and start-up of the project. Primoris forms a partnership with our customers and major stakeholders from early-stage engineering through construction completion and commercial operation, safely, on-time, and within budget.

Third-Party Agency Notice:

Primoris will not accept any unsolicited resumes from any third-party recruiting agencies either domestic or international. Primoris nor its subsidiaries will be responsible for any fees from the use of any unsolicited resumes either through our ATS or via electronic mail systems from any agency representative or agency consultant unless your firm is an approved vendor partner with a current executed agreement.</div></div><div> 
<div>
</div></div>Equal Opportunity Employer 
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</div>

HR Business Partner - Primoris Energy Services

Harris Health

<div><div><div>Community Health Choice, Inc. (Community) is a non-profit managed care organization (MCO), licensed by the Texas Department of Insurance. Through its network of more than 10,000 providers and 94 hospitals, Community serves over 400,000 Members with the following programs:<ul><li>Medicaid State of Texas Access Reform (STAR) program for low-income children and pregnant women</li><li>Children&rsquo;s Health Insurance Program (CHIP) for the children of low-income parents, which includes CHIP Perinatal benefits for unborn children of pregnant women who do not qualify for Medicaid STAR</li><li>Health Insurance Marketplace Plans that offer individual health coverage that includes preventive care, emergency services, prescription drugs, and hospitalization available to all, regardless of pre-existing conditions.</li><li>Community Health Choice (HMO D-SNP), a Medicare Advantage Dual Special Needs plan for people with both Medicare and Medicaid that combines Medicare Part A and Part B benefits, Medicare Part D prescription drug coverage, and Medicaid benefits with additional health benefits like dental, vision, transportation, and more.</li></ul>
Improving Members' experiences is at the heart of every Community position. We strive every day to make sure that our Members have access to the high-quality health care they need and deserve.
Community is accredited by URAC for its health plan operations. We offer care management programs for asthma, diabetes, and high-risk pregnancy. An affiliate of the Harris Health System (Harris Health), Community is financially self-sufficient and receives no financial support from Harris Health or from Harris County taxpayers.</div><div>
JOB SUMMARY 
The Strategic HR Business Partner (HRBP) at Community Health Choice plays a critical role in shaping and executing talent strategies that enhance the employee experience, support business objectives, and drive organizational success. As a trusted advisor, the HRBP proactively identifies workforce trends and partners with leaders to develop and implement people strategies aligned with Community's mission and values. 
 
The HRBP ensures data integrity by working closely with the HRIS team to validate and analyze workforce metrics, providing actionable insights that support business decision-making. Additionally, the HRBP develops and delivers presentations to executive leadership, ensuring that data-driven insights effectively guide workforce and business strategies. 
 
Maintaining a strong understanding of Community's business operations, financial position, and industry trends, the Strategic HRBP provides HR solutions that foster employee engagement, leadership effectiveness, and organizational health. 
 
JOB SPECIFICATIONS AND CORE COMPETENCIES 
Strategic HR Consulting &amp; Business Partnership: 
Act as a trusted advisor to business leaders, providing expert HR guidance to align workforce strategies with Community's business priorities. 
Lead the rollout of key people initiatives, including leadership effectiveness programs, organizational planning, and workforce optimization efforts. 
Utilize deep knowledge of HR best practices and business acumen to influence and drive leadership decisions that enhance operational and employee performance. 
 
Organizational Effectiveness, Change Management &amp; Data-Driven Decision Support: 
Partner with leaders to drive organizational health by optimizing workforce structures, role designs, and transformation initiatives. 
Advise on change management strategies to foster adaptability and resilience in evolving business environments. 
Analyze HR and workforce data to identify trends, risks, and opportunities. Work closely with HRIS to ensure data integrity and develop actionable insights for leadership. 
Present workforce analytics on retention, performance, and engagement to support evidence-based decision-making. 
 
Workplace Culture, Employee Experience &amp; Strategic Engagement: 
Champion a culture of respect, accountability, and belonging by driving initiatives that reinforce Community's values. 
 Partner with leadership to enhance employee experience through engagement strategies, workplace representation, and equitable workforce practices. 
Design and implement programs that promote collaboration, recognition, and a positive work environment. 
 
Talent Strategy, Leadership Development &amp; Employee Performance: 
Partner with leadership to assess and strengthen talent pipelines, ensuring workforce readiness and succession planning. 
Collaborate with HR Centers of Excellence (COEs) to execute talent acquisition, total rewards, and professional development initiatives. 
Collaborate with Learning and Experience to Guide leaders in performance management strategies, coaching, and career development to foster high-performance teams. 
Partner with Learning and Experience providing consultative guidance on engagement surveys and focus groups. Assist with analyzing feedback and develop action plans to enhance employee experience and organizational effectiveness. 
 
Other Duties as Assigned: 
Contribute to departmental goals, process improvements, and special HR initiatives. 
Participate in cross-functional projects to enhance HR service delivery. 
 
QUALIFICATIONS: 
Education/Specialized Training/Licensure: Bachelor's degree in human resources, Business or Behavioral Science or related field required. 
 
Master's degree in human resources, Business, or Organizational Development or related field preferred. 
 
Certification: SHRMP-CP or SCP or HRCI-PHR or SPHR preferred. 
 
Five (5) years of progressively responsible in HR Consultative role with at least (4) years HR Business Partner experience or equivalent consultative HR role required. 
 
Equivalent consultative HR roles include HR Generalist, HR Consultant, Employee Relations Specialist, or People Partner roles that involve advising leaders and supporting employee relations or workforce matters; Administrative HR roles, payroll-only, benefits-only, or recruitment-only roles are not considered equivalent required. 
 
High proficiency with HR Information systems and Microsoft Office (Word, Excel, PowerPoint, Outlook) and HRIS software required. 
 
Advanced MS Office Skills (Word, Excel, PowerPoint, Outlook) preferred. 
 
Job Family/Job Title Competencies 
Leadership 
Analytical Thinking 
Coaching 
Presentation 
 
List any additional competencies not indicated above: 
Business and Financial Acumen - Demonstrates strong business acumen by understanding organizational practices and processes, communicating confidently across all areas of the business, making recommendations aligned with organizational goals, making decisions that strengthen people capabilities, and clearly using financial concepts and metrics when presenting recommendations or new initiatives. 
 
Needs Analysis - Continuously monitors HR best practices and aligns recommendations to organizational strategy, evaluates and prioritizes stakeholder needs, conducts internal and external scans to identify short and medium-term barriers and opportunities, identifies gaps between current HR initiatives and business needs, and recommends timely initiatives that address emerging or immediate organizational and stakeholder priorities. 
 
Data Literacy - Effectively uses relevant data to inform decisions and recommendations, interprets metrics and visualizations to identify patterns and insights, follows established processes to maintain data quality within HR systems, and applies clear storytelling to communicate analysis results and influence business decisions. 
 
Relationship Building - Builds strong relationships across divisions by proactively connecting with peers, clients, employees, and leaders, acts as a network broker who facilitates meaningful connections, influences and builds support through impact, values good ideas from any source, identifies opportunities to increase efficiencies for internal and external stakeholders, and fosters an environment where others feel empowered to step into leadership when appropriate. 
 
Problem Solving - Demonstrates strong decision-making capability by using a broad range of information sources, investing time in planning and analysis, leveraging hard data and abstract insights to guide choices, coaching others in effective decision practices, delegating authority appropriately, anticipating outcomes and risks when determining next steps, and establishing meaningful metrics to support sound decisions for self and teams. 
 
INTERPERSONAL SKILLS 
Emotional Intelligence (EQ) - Understanding and managing emotions, demonstrating empathy, and responding effectively to different personalities and workplace challenges. 
Communication Skills - Ability to convey complex HR concepts clearly, both verbally and in writing, while adapting communication styles to different audiences (executives, managers, employees). 
Active Listening - Engaging with employees and leaders to fully understand concerns, needs, and perspectives before offering solutions. 
Influencing &amp; Persuasion - Building trust and credibility with business leaders to drive HR initiatives and advocate for workforce strategies. 
Conflict Resolution - Navigating and resolving workplace disputes, coaching leaders on difficult conversations, and maintaining a fair and objective stance. 
Relationship Building -</div></div></div>

Strategic HR Business Partner

Group 1 Automotive

<div>Overview:
<div>
Are you ready to gain real-world, strategic experience in Human Resources? Group 1 Automotive is seeking a motivated Human Resources Intern for Summer 2026 to partner with multiple HR teams and gain hands-on exposure to the full spectrum of HR functions in a fast-paced, multi-location organization.</div><div></div><div> 
This internship offers an opportunity to work in 1-2 of the following HR teams based off your career goals/education desire: Talent Acquisition, HR Business Partners &amp; HRSS, Compensation &amp; Total Rewards, HRIS, and Learning &amp; Development, contributing to meaningful projects while developing foundational and strategic HR skills. You will gain insight into how a large, complex organization manages its workforce, supports employee development, ensures compliance, and drives people-focused initiatives.</div><div></div><div> 
What You&rsquo;ll Do:</div><div></div><div> 
Talent Acquisition</div><ul><li>
Support recruiting initiatives including posting jobs, assisting with candidate sourcing, and contributing to interview preparation and coordination.</li><li>
Support TA projects that enhance candidate experience and pipeline development.</li></ul><div>
HR Partnerships</div><ul><li>
Maintain and audit employee records for accuracy and compliance.</li><li>
Assist HR Business Partners with employee inquiries and general HR support.</li><li>
Contribute to compliance-related initiatives, including policy updates and required documentation management.</li><li>
Assist with onboarding activities, preparing new hire materials and coordinating orientation logistics.</li></ul><div>
Compensation &amp; Total Rewards</div><ul><li>
Support the Compensation &amp; Total Rewards team with market research, benchmarking, and data analysis. Assist in preparing reports and presentations that inform HR and leadership decision-making.</li></ul><div>
HRIS &amp; Data Management</div><ul><li>
Aid in system updates, data entry, and reporting to ensure accurate HRIS records. Support creation of dashboards, analytics, and metrics that track workforce trends and performance indicators.</li></ul><div>
 Learning &amp; Development</div><ul><li>
Assist with employee training initiatives, including scheduling, tracking completion, and preparing learning materials.</li><li>
Participate in projects that support engagement, professional development, and process improvement.</li></ul><div>
HR Shared Services</div><ul><li>
Maintain and audit employee records for accuracy and compliance.</li><li>
Assist the national business with general HR inquiries through the centralized HR help desk</li><li>
Coordinate the preemployment process by launching action items and monitoring resulting</li><li>
Assist with onboarding activities, preparing new hire materials and coordinating orientation logistics.</li></ul><div>
 Qualifications</div><ul><li>
Junior or Senior pursuing a degree in Human Resources, Business Administration, Psychology, or a related field.</li><li>
Minimum 3.0 cumulative GPA preferred.</li><li>
Strong written and verbal communication, with professional interpersonal skills.</li><li>
High attention to detail, organizational skills, and ability to manage multiple priorities.</li><li>
Professionalism and discretion handling confidential information.</li><li>
Proficiency in Microsoft Office (Word, Excel, PowerPoint).</li><li>
Self-starter with the ability to work independently and as part of a team.</li><li>
Interest in learning multiple HR functions and contributing to strategic projects.</li></ul><div></div><div> 
*All applicants must pass pre-employment testing to include; background checks, MVR, and drug testing in order to qualify for employment*</div><div> 
</div><div></div><div>We are an Equal Employment Opportunity Employer and participates in E-Verify</div></div>

Human Resources Intern

alliantgroup

<div>
 The
 
 Director, People Partner
 
 , acts as a strategic partner and talent expert in designated business units (e.g. R&amp;D, BD/Sales, Operations). This role is responsible for driving the people agenda within their assigned group, ensuring that all people initiatives including organizational design, performance management, succession planning, and workforce analytics are executed successfully and directly support alliant&rsquo;s strategic growth priorities while also aligning with alliant&rsquo;s culture and core values. The Director, People Partner is a key member of the People Experience Leadership Team, serving as the voice of the business to People Experience and the voice of People strategy to the business. Additionally, this role will work with business leaders to provide consultation and coaching on performance management tools and solutions, as well as support with the resolution of employee issues, investigations, career counseling, and employment actions.
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Strategic Partnerships and Organization Design:
 </li>
 <li>
 Develop a thorough understanding of the business unit&rsquo;s operational challenges, financial goals, and P&amp;L drives to ensure HR solutions are commercially sound and impact driven.
 </li>
 <li>
 Embed within the business unit&rsquo;s leadership team to participate in strategic planning. Proactively identify future talent needs, skills gaps, and organizational design opportunities necessary for anticipated growth and change (in response to market or regulatory shifts).
 </li>
 <li>
 Lead strategic workforce planning efforts, including headcount projections, talent segmentation, and location strategy (US and India team), aligning with the VP of Talent/People Experience goals.
 </li>
 <li>
 Act as the lead consultant for organizational effectiveness initiatives, including restructuring, team alignment, and change management, ensuring decisions are data driven and mitigate employee experience risks
 </li>
 </ul>
 <ul>
 <li>
 Talent Management and Leadership Development:
 </li>
 <ul>
 <li>
 Consult with senior leaders on performance management, coaching them on difficult employee relationship issues, high-potential development, and succession planning. Drive accountability for consistent performance review standards across the organization.
 </li>
 <li>
 In partnership with the Learning and Development CoE, identify and address specific leadership skill gaps within the business unit (e.g. managing high-performing, innovative teams, as per internal feedback).
 </li>
 <li>
 Orchestrate and facilitate annual talent reviews and quarterly succession planning sessions for critical roles, ensuring robust talent pipelines are maintained for both newly promoted and existing leadership positions. Identify development plans for associates in the business area(s) supported.
 </li>
 <li>
 Advise management on competitive compensation strategies, internal equity adjustments, and retention plans for high-performers or those with in-demand skills, leveraging HRIS data for insights.
 </li>
 <li>
 Oversee and maintain awareness of associate inquires and issues in order to identify trends and recommend solutions to mitigate their impact and achieve optimal outcomes.
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 Operational Excellence and Data Governance
 </li>
 <ul>
 <li>
 Use HR data (turnover, promotion velocity, engagement metrics) to diagnose organizational health issues, present key trends to the business unit&rsquo;s leadership, and propose data-backed solutions.
 </li>
 <li>
 Ensure the business unit&rsquo;s people policies and processes adhere to all federal and local employment las (including FLSA and EEO guidelines). Proactively manage employee relations issues and internal investigations to protect the business.
 </li>
 <li>
 Champion the adoption of core HR systems (e.g., Workday) and processes within the business unit, ensuring managers are utilizing self-service capabilities for real-time data access and accurate record-keeping.
 </li>
 <li>
 Partner with corporate HR expertise to develop and deliver comprehensive solutions to internal customers.
 
 </li>
 </ul>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field. HR certification (SHRM-SCP, SPHR) highly preferred.
 </li>
 <li>
 Minimum 8+ years of progressive HR experience, with at least 3 years operating as a senior-level HR Business Partner consulting with executive or C-level leaders.
 </li>
 <li>
 Proven ability to leverage HRIS systems (e.g., Workday) for data analysis, reporting, and proven execution.
 </li>
 <li>
 Exceptional interpersonal skills and proven ability to build credibility and influence outcomes across all levels of the organization, often without direction.
 </li>
 <li>
 Strong working knowledge of employment law and government regulations including EEOC, OSHA, and FLSA.
 </li>
 <li>
 High proficiency/expertise in Microsoft Office Suite with a strong comfort level working in HR systems or learning new systems.
 </li>
 <li>
 Demonstrated success leading organizational change efforts and managing the resulting communication and behavior adoption challenges.
 </li>
 <li>
 Functional knowledge of Workday preferred.
 </li>
 <li>
 Ability to work collaboratively in a fast-paced environment.
 </li>
 <li>
 High sense of urgency with the ability to meet deadlines and changing priorities.
 </li>
 <li>
 Receptiveness to performance feedback within a team environment is essential.
 </li>
 <li>
 Preferred candidate will reside or relocate to Houston.
 
 
 </li>
 </ul>
 alliant offers a comprehensive compensation and benefits package including 100% employer paid medical /dental premiums for single coverage for certain options, 401(k) matching, PTO, company provided life insurance and disability, onsite gym and group exercise classes, paid covered parking, daily allowance for onsite caf&eacute; and Starbucks, and more!
 
 
 Doing Work That Matters.
 
 alliant
 
</div>

Director, People Partner

Hanwha Energy USA (174 Power Global)

<div>
 
 COMPANY OVERVIEW
 
 
 
 
 Hanwha Energy USA
 
 , headquartered in Houston, Texas, is part of the Hanwha Group&mdash;a FORTUNE Global 300 company and one of South Korea's most respected business enterprises. With over a decade of experience delivering high-quality, utility-scale energy projects across North America, Hanwha Energy USA has evolved into a comprehensive energy solutions provider. Our portfolio now spans utility-scale renewables, natural gas generation, retail electricity, and strategic partnerships that power America's growing data center industry.
 
 
 Our expertise covers the entire energy value chain&mdash;from project development and engineering to construction, operations, and maintenance. By integrating advanced technologies, proven processes, and strong partnerships, we deliver reliable, customized solutions that meet the dynamic needs of local energy markets.
 
 
 Hanwha Energy USA is actively advancing strategic initiatives in natural gas generation and data center development, including hyperscaler solutions on both sides of the meter. We are proud to serve as the parent company of:
 
 
 <ul>
 <li>
 
 Hanwha Renewables
 
 &ndash; specializing in utility-scale solar and battery energy storage systems (BESS)
 </li>
 <li>
 
 Chariot Energy
 
 &ndash; providing retail electricity services for residential, commercial, and industrial customers in deregulated markets
 
 
 </li>
 </ul>
 
 POSITION OVERVIEW
 
 
 
 The Senior Director, Strategic Business Partnerships will help to promote new business development through a customer- and market-oriented approach, breaking away from existing norms and practices. By leveraging strategic partnerships with existing and new utilities, corporate clients, and key industry stakeholders, the role will help to establish and execute flexible, differentiated development opportunities in a rapidly evolving market and regulatory landscape. This person will be leading Strategic Partnership Team with the mission of acquiring strategic customers.
 
 
 This role requires a seasoned leader with deep expertise in renewable energy and power markets, demonstrated success building partnerships, and the ability to align cross-functional teams toward strategic objectives.
 
 
 
 RESPONSIBILITIES
 
 
 
 <ul>
 <li>
 Develop and lead corporate strategy and partnership initiatives to advance 174 Power Global's position in the renewable and power markets.
 </li>
 <li>
 Promote new business development through a customer- and market-oriented approach
 </li>
 <li>
 Explore diverse new partnership opportunities not only with existing target clients but also through collaboration with similar players in the market.
 </li>
 <li>
 Identify customers' unmet needs based on deep expertise in the energy power market and derive implications to uncover derivative and latent opportunities
 </li>
 <li>
 Leverage the full scale of affiliated organizations to enhance the value offering provided by 174PG.
 </li>
 <li>
 Identify, evaluate, and negotiate partnerships with utilities, corporates, and strategic industry players.
 </li>
 <li>
 Build and maintain executive-level relationships with key clients, partners, and stakeholders.
 </li>
 <li>
 Direct strategic market analysis, trend evaluation, and opportunity assessments.
 </li>
 <li>
 Collaborate with internal teams (development, finance, operations, and legal) to ensure successful execution of partnership initiatives.
 </li>
 <li>
 Proactively lead the formation and development of teams for partnership development
 </li>
 <li>
 Mentor and provide leadership to team members engaged in partnership and business development activities.
 </li>
 <li>
 Represent the company at conferences, client engagements, and industry events as a thought leader.
 
 
 
 
 </li>
 </ul>
 
 QUALIFICATIONS
 
 
 
 <ul>
 <li>
 10+ years of experience in renewable energy, power, or broader energy industry partnerships.
 </li>
 <li>
 Strong track record of building and managing strategic partnerships with utilities, corporate clients, or large-scale energy buyers.
 </li>
 <li>
 Demonstrated success in leading strategy development and delivering commercial outcomes.
 </li>
 <li>
 Exceptional negotiation, relationship management, and communication skills.
 </li>
 <li>
 Proven leadership experience, including mentoring and managing teams.
 </li>
 <li>
 Strong financial and commercial acumen, including partnership evaluation and contract negotiations.
 </li>
 <li>
 Bachelor's degree in Business, Energy, Economics, or related field; Master's degree preferred.
 
 
 </li>
 </ul>
 
 Compensation: $225,000 - $255,000 Base Salary
 
 
 
 
 Attention external recruitment firms, we will not accept any unsolicited resumes at this time. Please do not contact any internal member of our company to discuss the position or to solicit candidates.
 
 
 
 
 Hanwha Energy USA Holdings Corporation provides equal employment opportunities (EEO) to all employees and applicants for employment
 
 without
 
 regard to race, color, religion, sex, national origin, age, disability or genetics.
 
</div>

Senior Director, Strategic Partnerships

Par Pacific Holdings

<div>The Opportunity<ul><li>
Serve as the senior-most leader responsible for shaping and executing an enterprise-wide procurement and supply chain strategy for a growth-oriented energy company.</li><li>
Drive a transformational agenda that elevates how Par Pacific sources, contracts, manages suppliers, and delivers value across all operations.</li><li>
Partner directly with executive leadership and refinery site leadership to ensure procurement strategies support enterprise priorities, financial performance, operational reliability, and risk reduction.</li><li>
Reporting to the EVP, Refining and Logistics, you will set the long-term vision for procurement and steward enterprise-wide spend.</li></ul>
Key Activities<ul><li>
Define and lead the enterprise procurement strategy while elevating organizational capability and embedding a culture of procurement excellence across all business units</li><li>
Direct and optimize Source-to-Pay and Materials Management operations, driving process efficiency, cost transparency, and compliance 
Oversee enterprise spend analysis and establish long-range sourcing strategies that deliver measurable value and reduce supply chain risk</li><li>
Institutionalize best-practice procurement processes including category management, demand management, total cost ownership modeling, and supplier performance management</li><li>
Champion HSSE excellence by ensuring procurement, field operations, and suppliers uphold the highest standards of safety and compliance 
Build and manage executive-level supplier relationships and serve as the ultimate escalation point for critical negotiations and disputes 
Partner cross-functionally with Legal, Operations, and Finance to negotiate major commercial agreements that support enterprise strategy</li></ul>
Qualifications<ul><li>
Bachelor&rsquo;s degree in supply chain management, Business, Engineering, or a related field required; Master&rsquo;s degree or MBA preferred. Directly related work experience may be considered in lieu of degree</li><li>
Minimum 15 years of progressive procurement, supply chain, or materials management experience required</li><li>
Extensive experience leading procurement transformation in a complex operational environment preferred</li><li>
Minimum 8 years of leadership experience required, with proven success overseeing large, multi-site teams</li><li>
Demonstrated ability to lead geographically distributed teams at the enterprise level required</li><li>
Expert-level knowledge of sourcing, contracting, supplier management, materials management, procurement governance, and enterprise cost optimization required</li><li>
Experience in refining, petrochemical, or manufacturing industry preferred</li></ul> 
About Us 
At Par Pacific, we own and operate market-leading energy and infrastructure businesses in logistically-complex markets. We have built a team of oil and gas industry veterans and subject matter experts to lead our organization with an entrepreneurial spirit and a collaborative, problem solving approach. We bring our diverse strengths and motivation to complex markets where we seek out diamonds in the rough. As a nimble, growing organization, we actively pursue new opportunities with corporate financing know-how, respond to local market demands, and adapt to changing external environments.
More Good Reasons to work for Par Pacific
Unique Culture 
There is nothing ordinary about Par Pacific - a niche player in the energy space. And there's certainly nothing ordinary about Par Pacific employees. We are driven, hardworking, entrepreneurial-minded professionals who love to win. If that describes you, you'll fit right in.
Location, Location, Location 
Because Par Pacific operates in some of the most beautiful places throughout the country, our employees get to make these places their home and enrich their lives. Preferably, the office where you'll work is in the City Centre in Houston, Texas, located on the west side of Houston near I-10 and the Sam Houston Tollway. It's a vibrant area of the city with plenty of places for lunch or to wind down after work. You may also choose to continue working from one of the refinery locations should you be currently located at one.
Opportunistic growth strategy 
At Par Pacific, we look for operations with strong fundamentals and great employees who can move a business forward. Our management team has deep experience in the energy industry, as well as in leading mergers, acquisitions, and integrations of newly acquired companies.
Focused on the future 
We are an energy company that has recognized the imperative and embraced the opportunity to begin the transition from fossil fuels. We are developing products that help reduce greenhouse gas emissions.
Excellent compensation and benefits 
In addition to a competitive salary, we offer a strong comprehensive benefits package that includes medical, dental and vision insurance, a robust allotment of paid time off, a 401(k) with company match, retirement savings plans, educational reimbursement, and more. Full-time employees (and their families) are offered medical (with prescription coverage), dental, vision, voluntary critical illness, accident, life/AD&amp;D insurance, Flexible Spending Account and Employee Assistance Program. Employees can purchase company stock at discounted prices through the Employee Stock Purchase Program.
Our Headquarters 
Par Pacific Holdings, Inc., based in Houston, Texas, owns, manages and maintains interests in energy and infrastructure businesses. We are a growing energy company focused on renewable and conventional fuels in the Western United States. Par Pacific also owns 46% of Laramie Energy, LLC, a natural gas production company with operations and assets concentrated in Western Colorado. Our common stock is publicly traded on the NYSE under the trading symbol &quot;PARR&quot;.
Our Refineries and Logistics Operations 
We own and operate refineries in Hawaii, Montana, Washington, and Wyoming, with total operating throughput capacity of over 219 Mbpd. Par Pacific owns and operates one of the largest energy networks in Hawaii with 94,000 bpd of operating refining capacity, a logistics system supplying the major islands of the state and 90 retail locations. In the Pacific Northwest and the Rockies, Par Pacific owns and operates 124,000 bpd of combined refining capacity and related multimodal logistics systems.
Our Retail Operations
We own and operate 90 retail locations in Hawaii under the Hele and 76 brands and 33 retail locations in Washington and Idaho under the nomnom brand. 
Par Pacific is an equal opportunity employer
Par Pacific prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, genetic information or any other status protected by applicable law. 
 
Note: Par Pacific will not accept calls or unsolicited resumes from third-party recruiters. All candidates are required to apply through this web posting.</div>

Vice President Procurement

Aldridge

<div>Who We Are:
Aldridge is a leading Managed Service Provider (MSP) offering scalable IT and cybersecurity solutions to fast-growing, small to mid-market businesses in the US. Founded in 1984, this private equity-backed company is a technology management consulting, and outsourcing firm that provides best-fit solutions through a tailored approach and local relationships. With offices in Houston, Dallas, Fort Worth, San Antonio, and Seattle, the company&rsquo;s unwavering dedication, superior technical expertise, and keen understanding of business processes have transformed it into a trusted partner for its clients. With a strong reputation for delivering high-quality services, Aldridge is committed to helping its clients optimize their technology infrastructure and achieve their business goals.
Human Resources Generalist:
We&rsquo;re looking for a dynamic, results-driven HR Generalist who thrives in a fast-paced environment and takes initiative to make an impact. If you're a self-starter who can confidently handle a diverse range of HR responsibilities with minimal guidance, we want you to be part of our team. In this role, you&rsquo;ll play a key part in driving our HR functions, from recruitment and onboarding to performance management, compliance, and general administrative support. You&rsquo;ll be at the heart of fostering a positive workplace culture, ensuring smooth operations, and providing exceptional support to our employees every step of the way.
Key Responsibilities:
<ul><li>Collaborate with management to understand and execute the organization&rsquo;s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting and retention.
</li><li>Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise.
</li><li>Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants. Collaborate with departmental managers to understand skills and competencies required for openings.
</li><li>Creates learning and development programs and initiatives that provide internal development opportunities for employees.
</li><li>Assists with the design and implementation of the performance management process.
</li><li>Maintains current knowledge of employment practices, assists with policy review, updates the Employee Handbook and makes recommendations for changes as appropriate.
</li><li>Assist with special projects and other duties as assigned.
</li><li>Performs other duties as assigned to support the overall objectives of the department and organization.
</li></ul>Qualifications:
<ul><li>Bachelor&rsquo;s degree in human resources, related discipline or equivalent experience required
</li><li>A minimum of 5 years of experience as an HR Generalist, with a strong understanding of HR functions including recruitment, employee relations, compliance, performance management, and benefits administration.
</li><li>Thorough understanding of human resources principles and practices, including employment laws and regulations.
</li><li>Excellent communication skills, both verbal and written, required. Ability to relate and build rapport with internal staff and external candidates and organizations required.
</li><li>Strong time management, organization and problem-solving skills required.
</li><li>The ability to work independently with shifting priorities is a must.
</li><li>Ability to multi-task along with demonstrated initiative and focus on delivering high quality results leading to improvements in current business operations.
</li></ul>Hybrid work schedule
<ul><li>Optional work from home days are Mondays and Fridays
</li><li>Required in-office days are Tuesdays, Wednesdays and Thursdays
</li></ul>Additional Requirements
<ul><li>Physical ability to stand, walk or sit for extended periods
</li><li>Must be comfortable with periodically lifting 25 pounds
</li></ul>Aldridge Core Values:
<ul><li>Build Trust &ndash; We continuously earn the trust of our partners through genuine, transparent communication, and unflinching accountability.
</li><li>Take Swift, Meaningful Action &ndash; When every second matters, we drill to the core question and act decisively.
</li><li>Create Best-Fit Solutions &ndash; We create the most value for the least added overhead and complexity.
</li><li>Evolve &amp; Improve &ndash; We know the power of a growth mindset. We do not let fear of failure stop us from finding new, and better ways to do things.
</li></ul>Benefits:
<ul><li>Competitive Salary and Incentive Plan
</li><li>Generous Employer Contribution to Health Benefits Package
</li><li>401(k) Matching
</li><li>4 Weeks Paid Time Off per year, plus additional days for community service
</li><li>Ongoing Training and Professional Development Opportunities
</li><li>Free Snacks and Beverages! 
 
</li></ul>Aldridge is an Equal Employment Opportunity and Affirmative Action Employer. We do not discriminate based upon race, religion, color, national origin, gender, age, veteran status, or any other basis covered by appropriate law. We celebrate diversity and are committed to creating an inclusive environment for all our employees. All employment is based on qualifications, merit, and business needs</div>

Human Resources Generalist

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