HR Partner
At a glance
Mid-level HR Business Partner & Generalist role at Apacheip. Omaha · full-time · no salary stated · we estimate $77,500–$122,460 across the United States.
Apacheip has not published a salary for this role. The figure below is our estimate, not theirs.
hrroles summary, based on the employer's posting.
What you'll do
- Advise regional leaders on workforce issues, organizational changes and trends found in employee data
- Coordinate staffing plans with recruiting teams and help crews move onto or off projects on schedule
- Handle workplace investigations, explain HR policies and guide managers through discipline and separation decisions
- Run regional performance reviews and coach supervisors on feedback, development and people leadership
- Work with Safety on return-to-work cases, incident follow-up and field safety communications
What you bring
- At least three years in progressive HR work, including two years as an HR partner or generalist for operational teams
- Hands-on employee relations experience, including workplace investigations and guidance on disciplinary action
- Working knowledge of employment laws and the ability to apply them to real workplace situations
- Proficiency with Microsoft Office and HR information systems
Who this fits
This role suits an HR practitioner who can advise leaders and support employees across operational or field teams. You should be comfortable visiting active project sites and handling outdoor conditions, uneven ground and light lifting. Travel to project and field locations takes up twenty-five to forty percent of the role.
From the employer
Job Description
Position Title: HR Partner
Position Reports To: HR Manager
Position Summary
The HR Partner serves as a strategic advisor and HR resource for one or more of Apache’s operations regions. This role provides support and guidance in the areas of employee relations (ER), workforce planning, performance management, talent and leadership development, reward/recognition, training, engagement, and policy/guideline development. The HR Partner is the primary HR point of contact and is expected to be present where the work happens.
Essential Functions
Strategic Partnership & Organization Effectiveness
- Act as a trusted advisor to leadership on all people-related matters
- Support restructuring efforts as regions grow or evolve
- Identify trends in workforce data and proactively surface insights to division leadership
Talent Acquisition and Workforce Mobilization
- Partner with Talent Acquisition to support craft and professional hiring tied to project awards and ramp timelines
- Drive workforce planning cycles to ensure division staffing aligns with project bid assumption
- Support rapid mobilization and demobilization of project crews, ensuring compliant and efficient execution
Employee Relations & Compliance
- Provide HR policy guidance and interpretation and assist in developing new procedures/processes based on feedback from the operations teams and changes to local labor law.
- Conduct and document employee relations investigations with objectivity and in accordance with company policy
- Advise supervisors and managers on corrective action, performance management, and separation decisions
- Ensure region compliance with federal, state, and local employment law across all operating jurisdictions
- Partner with HR Leadership and Legal on complex investigations and escalated matters
- Maintain awareness of union activity and support labor relations strategy where applicable
Performance & Talent Development
- Drive the performance review cycle within the region, coaching managers on goal-setting and feedback delivery
- Identify high-potential talent and partner with Workforce Development on succession and development planning
- Coach frontline supervisors on effective people leadership practices
- Support the design and delivery of frontline supervisor development programs
- Collaborate closely with the Safety function on return-to-work programs, incident follow-up, and workforce safety culture
- Ensure HR practices reinforce safety accountability in the field
- Partner with Safety on workforce communications and behavior-based safety initiatives
- Other duties as needed.
Education & Experience
Required
- 3+ years of progressive HR experience, with at least 2 years as an HR Partner or HR Generalist supporting field or operational populations
- Demonstrated experience in employee relations, including conducting workplace investigations and advising on disciplinary matters
- Ability to travel to project sites and field locations from 25 – 40%
Preferred
- Experience in industrial services, construction, oil & gas, petrochemical, or a similar project-based environment
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification
- Bachelor’s degree in Human Resources or related field
Knowledge, Skills, and Abilities
Required
- Working knowledge of federal, state, and local labor laws and statutes for employment with the ability to apply laws and standards to real-life situations to mitigate company risk
- Proficiency in Microsoft Office (Word, Excel, PowerPoint, SharePoint)
- Proficiency with HRIS Platforms (Workday preferred)
- Demonstrates courage to handle ambiguous situations
- Demonstrated ability to effectively work with all levels of the organization, viewed as approachable and trusted by employees.
Preferred
- Familiarity with union environments, collective-bargaining agreements, or prevailing wage requirements
Work Conditions/Physical Demands
- Remaining in a stationary position, often standing, or sitting for prolonged periods.
- Exposure to outdoor environmental conditions when visiting project sites; minimal adverse conditions expected during office-based work.
- Ability to navigate uneven terrain and varying outdoor conditions — including exposure to heat, cold, rain, wind, dust, and noise — while visiting active project sites and field locations
- Light work that includes moving objects up to 20 pounds.
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