Place of Business:
Target Hospitality

Location:
Midland, TX

Position Description:
Serves as the dedicated Human Resources partner for assigned corporate departments, based out of the Target Hospitality corporate office. This role owns employee relations, investigations, and manager coaching for the corporate population; partners with Talent Acquisition and department leadership on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every function.

Primary Responsibilities:

• Corporate HR Partnership
• Accountable and responsible for maintaining a safety culture, following all SOPs, JSAs, and policies and procedures as set out by Target Hospitality.
• Serve as the HR partner to assigned corporate department leaders, providing day-to-day guidance on people matters.
• Be visible and accessible across the corporate office rather than working solely from behind a desk, and build relationships across functions.
• Act as a credible and approachable point of contact for corporate employees raising concerns.
• Partner with the on-site HR Business Partners to ensure policies, programs, and employee relations practices are applied consistently across corporate and field populations.

Employee Relations

• Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
• Advise managers on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
• Mediate conflicts between employees and between departments, and coach leaders through difficult conversations.
• Escalate significant employee relations matters, legal exposure, and emerging patterns to the Director of Human Resources.

Staffing, Onboarding, and Retention

• Partner with Talent Acquisition on corporate workforce planning, requisition priorities, offers, and candidate experience.
• Support new hire onboarding and orientation for corporate employees, and ensure new hires receive structured follow-up through their first 90 days.
• Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
• Track and analyze corporate turnover and headcount trends, and partner with department leadership on retention actions.
• Prepare and analyze recurring HR reporting for the HR Manager, including headcount, turnover, and open requisition status.

Compliance and Administration

• Interpret and apply company policy and federal, state, and local employment law, including wage and hour, FMLA, ADA, and EEO requirements.
• Administer and track leaves of absence, accommodation requests, and return-to-work coordination.
• Partner with Safety and Risk on incident follow-up and workers’ compensation cases, supporting injured employees through the process.
• Maintain accurate employee records and data in the HRIS, and audit for completeness and accuracy.
• Support pay administration by reviewing pay change requests against compensation guidelines and flagging inconsistencies for review.
• Support compliance requirements for the international and visa-based workforce in coordination with the broader HR team.

Training and Culture

• Deliver training to managers and employees on policy, harassment prevention, and people management fundamentals.
• Support engagement, recognition, and culture initiatives for the corporate population, including survey administration and action planning.
• Coach managers — including first-time leaders — on managing their teams.
• Additional duties may be assigned by a manager.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
• 3+ years of progressive HR generalist or HR business partner experience supporting assigned client groups.
• Demonstrated experience conducting workplace investigations and documenting outcomes.
• Working knowledge of federal and multi-state employment law, including wage and hour, FMLA, ADA, and EEO requirements.
• Experience advising managers on performance management and corrective action.
• Proficiency with HRIS systems and Microsoft Office, including Excel and Outlook.
• Sound judgment, discretion, and the ability to maintain confidentiality.
• Ability to build credibility quickly with employees at every level, from frontline to senior leadership.
• Strong organizational skills and attention to detail, with the ability to manage competing priorities across multiple departments.
• Must be able to pass a background check and urinalysis.

Preferred Qualifications:

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Bilingual in English and Spanish.
• Experience supporting both corporate and frontline or field-based populations in hospitality, construction, energy, or industrial environments.
• Experience with visa-based or international workforce programs such as H-2B.
• Experience with Oracle HCM, UKG, or a comparable enterprise HR platform.

Click here to apply.