Business:
Target Hospitality

Location:
Vernon, TX

Position Description:
job Title: On Site Human Resource Business Partner
Reports To: Human Resource Manager
Level: Salaried

Schedule: 5 weeks on 2 weeks off rotation, or per as manager discretion and business need.

Scope: Serves as the dedicated on-site Human Resources partner for an assigned lodge community, living and working alongside the team on rotation. This role owns employee relations, investigations, and supervisor coaching at the site level; partners with Talent Acquisition and Operations on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every department. Where corporate HR sets the framework, this role makes it real for the people actually working the rotation.

Who We Are

Target Hospitality is a leading provider of specialty rental and hospitality services, delivering turnkey workforce housing, culinary, and facility management solutions to remote and challenging environments across North America. We take pride in building not just accommodations, but communities — and that same commitment to people extends to our own team.

We believe that a great guest experience starts with a great employee experience, and we invest in the people who make that happen every day.

Primary Responsibilities:

On-Site 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 on-site HR partner to the Lodge Manager and department leadership, providing day-to-day guidance on people matters.
• Be visible and accessible across the lodge — in the kitchen, housekeeping areas, front desk, and maintenance shop — rather than working solely from an office.
• Build trust with a workforce living on site for weeks at a time, and act as a credible point of contact for employees raising concerns.

Employee Relations

• Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
• Advise supervisors on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
• Mediate conflicts between employees and between departments, recognizing the added pressure of a live-on-site rotational environment.
• 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 site staffing plans, requisition priorities, arrival coordination, and rotation coverage.
• Support new hire onboarding and orientation on site, and ensure new employees receive follow-up during their first rotations.
• Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
• Track and analyze site turnover trends, and partner with Operations leadership on retention actions.

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 site data in the HRIS, and audit for completeness and accuracy.
• Support compliance requirements for the international and visa-based workforce in coordination with the corporate HR team.

Training and Culture

• Deliver training to supervisors and employees on policy, harassment prevention, and people management fundamentals.
• Support engagement, recognition, and culture initiatives that make a long rotation feel worth returning to.
• Coach frontline supervisors — many of whom are first-time leaders promoted from within — on managing their teams.
• Additional duties may be assigned by a manager.

PHYSICAL DEMANDS

• Extended periods of sitting and computer use when performing casework, documentation, and reporting.
• Short- and long-distance walking required when moving between departments and buildings across the lodge.
• Use of stairs and step stools.
• Occasionally lift an average weight of 25 lbs with a maximum of 50 lbs. Where weights may exceed 50 lbs, the assistance of another person or a lifting aid is mandatory.
• Ability to access all areas of the lodge, including kitchens, laundry areas, dormitories, and maintenance spaces.

WORKING CONDITIONS AND ENVIRONMENT

• Ability to hear and understand verbal instruction as well as other sounds such as safety alarms and signals.
• Must be able to see without impairment and able to read small text such as product warning labels.
• Exposure to extreme hot and cold environments when moving between buildings and during outdoor walkthroughs.
• Ability to work within a rotational schedule of 6 weeks on and 2 weeks off, or as per business needs.
• Lodge locations are often remote, with limited amenities and services nearby.
• Ability to work safely and navigate within small, close quarters and congested areas.
• May be exposed periodically to elevated noise and surroundings.
• Must be available to respond to urgent employee matters outside of standard working hours.
• Requires discretion and the ability to maintain confidentiality in a small, close-knit residential community where privacy is limited.

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 an hourly, frontline workforce.

• 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 supervisors 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 both frontline employees and site leadership.

• Ability and willingness to live on site and work long rotations away from home.

• 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 remote-site, camp, hospitality, construction, energy, or industrial workforces.

• Experience coaching first-time supervisors promoted from frontline roles.

Click here to apply. 

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. 

Place of Business:
Target Hospitality

Location:
Pecos, TX

Position Description:
Job Title: On Site Human Resource Business Partner
Reports To: Human Resource Manager
Level: Salaried

Schedule: 5 weeks on 2 weeks off rotation, or per as manager discretion and business need.

Scope: Serves as the dedicated on-site Human Resources partner for an assigned lodge community, living and working alongside the team on rotation. This role owns employee relations, investigations, and supervisor coaching at the site level; partners with Talent Acquisition and Operations on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every department. Where corporate HR sets the framework, this role makes it real for the people actually working the rotation.

Who We Are

Target Hospitality is a leading provider of specialty rental and hospitality services, delivering turnkey workforce housing, culinary, and facility management solutions to remote and challenging environments across North America. We take pride in building not just accommodations, but communities — and that same commitment to people extends to our own team.

We believe that a great guest experience starts with a great employee experience, and we invest in the people who make that happen every day.

Primary Responsibilities:

On-Site 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 on-site HR partner to the Lodge Manager and department leadership, providing day-to-day guidance on people matters.
• Be visible and accessible across the lodge — in the kitchen, housekeeping areas, front desk, and maintenance shop — rather than working solely from an office.
• Build trust with a workforce living on site for weeks at a time, and act as a credible point of contact for employees raising concerns.

Employee Relations

• Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
• Advise supervisors on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
• Mediate conflicts between employees and between departments, recognizing the added pressure of a live-on-site rotational environment.
• 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 site staffing plans, requisition priorities, arrival coordination, and rotation coverage.
• Support new hire onboarding and orientation on site, and ensure new employees receive follow-up during their first rotations.
• Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
• Track and analyze site turnover trends, and partner with Operations leadership on retention actions.

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 site data in the HRIS, and audit for completeness and accuracy.
• Support compliance requirements for the international and visa-based workforce in coordination with the corporate HR team.

Training and Culture

• Deliver training to supervisors and employees on policy, harassment prevention, and people management fundamentals.
• Support engagement, recognition, and culture initiatives that make a long rotation feel worth returning to.
• Coach frontline supervisors — many of whom are first-time leaders promoted from within — on managing their teams.
• Additional duties may be assigned by a manager.

Minimum 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 an hourly, frontline workforce.

• 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

Click here to apply. 

Place of Business:
Target Hospitality

Location:
Winnemucca, Nevada

Position Description:
Job Title: On Site Human Resource Business Partner
Reports To: Human Resource Manager
Level: Salaried

Schedule: 5 weeks on 2 weeks off rotation, or per as manager discretion and business need.

Scope: Serves as the dedicated on-site Human Resources partner for an assigned lodge community, living and working alongside the team on rotation. This role owns employee relations, investigations, and supervisor coaching at the site level; partners with Talent Acquisition and Operations on staffing, onboarding, and retention; and ensures policy and employment law are applied consistently across every department. Where corporate HR sets the framework, this role makes it real for the people actually working the rotation.

Who We Are

Target Hospitality is a leading provider of specialty rental and hospitality services, delivering turnkey workforce housing, culinary, and facility management solutions to remote and challenging environments across North America. We take pride in building not just accommodations, but communities — and that same commitment to people extends to our own team.

We believe that a great guest experience starts with a great employee experience, and we invest in the people who make that happen every day.

Primary Responsibilities:

On-Site 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 on-site HR partner to the Lodge Manager and department leadership, providing day-to-day guidance on people matters.
• Be visible and accessible across the lodge — in the kitchen, housekeeping areas, front desk, and maintenance shop — rather than working solely from an office.
• Build trust with a workforce living on site for weeks at a time, and act as a credible point of contact for employees raising concerns.

Employee Relations

• Conduct workplace investigations into complaints, policy violations, and conduct issues, and document findings and outcomes thoroughly.
• Advise supervisors on corrective action, performance management, and disciplinary decisions, ensuring consistency and defensible documentation.
• Mediate conflicts between employees and between departments, recognizing the added pressure of a live-on-site rotational environment.
• 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 site staffing plans, requisition priorities, arrival coordination, and rotation coverage.
• Support new hire onboarding and orientation on site, and ensure new employees receive follow-up during their first rotations.
• Conduct stay interviews, exit interviews, and new hire check-ins, and use what surfaces to reduce preventable turnover.
• Track and analyze site turnover trends, and partner with Operations leadership on retention actions.

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 site data in the HRIS, and audit for completeness and accuracy.
• Support compliance requirements for the international and visa-based workforce in coordination with the corporate HR team.

Training and Culture

• Deliver training to supervisors and employees on policy, harassment prevention, and people management fundamentals.
• Support engagement, recognition, and culture initiatives that make a long rotation feel worth returning to.
• Coach frontline supervisors — many of whom are first-time leaders promoted from within — 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 an hourly, frontline workforce.

• 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

Click here to apply. 

Place of Business:
Target Hospitality

Location:
The Woodlands, TX

Position Description:

Scope: Responsible for managing high-volume, full-cycle recruiting for hourly and salaried lodge positions across multiple sites, partnering with hiring managers to source, screen, and onboard qualified candidates quickly in support of operational staffing needs.

Who We Are:

Target Hospitality is a leading provider of specialty rental and hospitality services, delivering turnkey workforce housing, culinary, and facility management solutions to remote and challenging environments across North America. We take pride in building not just accommodations, but communities — and that same commitment to people extends to our own team.

We believe that a great guest experience starts with a great employee experience, and we invest in the people who make that happen every day.

Responsibilities:

· Work with lodge managers to set qualifications for each position

· Post ads on job boards and social media outlets

· Attend job fairs to meet talent in person

· Guide candidates through the application process and track their progress in our database

· Assist with the onboarding process

· Discussing and establishing qualification requirements and terms and conditions of employment with managers.

· Formulating detailed job descriptions and posting them.

· Conducting phone calls or meetings to create a shortlist of qualified candidates.

· Interviewing candidates on the shortlist and maintaining a database on employees for future vacancies.

· Mediating between candidates and hiring managers.

· Using web-based technology and social media to analyze hiring trends, post job vacancies, and following up with candidates during the hiring process.

· Producing reports on hiring plans and strategies.

· Measuring the results of candidate interviews and job placements using hiring metrics software.

· Revising HR policies and ensuring that fair employment practices are implemented.

· Analyzing recruitment software and the performance of recruitment agencies and recommending improvements or changes.

· Developing and implementing internal referral systems

· Analyzes the recruitment process performance, prepares the recruitment dashboards, presents dashboards, recommends changes to the recruitment process and implements changes

· Keeps the documentation of the recruitment process up to date

Qualifications:

· Required 3-5 years of work-related experience will be accepted in place of a degree.

· Preferred Bachelor’s degree in HR, business, psychology, or another related field.

· The ability to work within a team and to coordinate team activities.

· Excellent analytical skills to examine resumes and find the best-suited candidates.

· Clear verbal skills to communicate well with candidates and managers.

· Proficient writing skills to produce reports on hiring analyses.

· Leadership abilities to delegate tasks and train new employees.

· Strong negotiation skills when discussing terms and conditions of employment.

· In-depth knowledge of hiring strategies, labor laws, and employment equity.

· The ability to evaluate recruiting software packages and to recommend those which are best suited to the company.

· Ability to communicate effectively; written and orally in English

Click here to apply. 

Job Location:
Mineola, Texas 

Position Description:

**This position may be eligible for relocation assistance**

The Regional Human Resources Manager plays a key role on our team and is responsible for managing, leading, and coordinating the HR function across multiple locations/states within a designated area/region. Helps align organizational and people capabilities with the business strategy and regional needs. Increases team and individual performance, maximizes the employee owner experience, to attract, develop and retain the right talent for the organization.

Minimum Qualifications:

• Bachelor’s degree in HR, Business, or related field preferred.
• 7+ years of HR experience required.
• 3+ years in a regional or multi-site HR management role preferred.
• SHRM – CP/SCP or PHR/SPHR preferred.
• Bilingual, Spanish - Mineola, Preferred
• Broad and deep experience as an HR Business Partner leader with knowledge of change management, organizational development, talent management, performance management, employment, compensation, organizational planning, employee relations, learning, recruiting etc.
• Strong hands-on leadership and management skills.
• HR knowledge and understanding of labor laws and regulations.
• Excellent communication, interpersonal, and negotiation skills.
• Ability to get along with diverse personalities.
• Analytical and problem-solving abilities.
• Proficiency in HR systems.
• High accountability, self-driven and positive (can-do) proactive approach
• Tenacious commitment to continuous improvement.
• Passionate about both mission and people
• High level of emotional maturity, resilience, adaptable and resourceful.
• "Hands on” and detailed oriented
• High level of discretion and confidentiality.
• Superior interpersonal skills:
• Ability to establish credibility and build trust.
• Assertive and persuasive with sound judgment

Team player, diligent and a hard worker (working in different time zones)

Benefits:

• Insurance coverage that includes medical, dental, vision, and life insurance and flexible spending accounts (To be eligible for benefits, the employee must work at least 30 hours per week (or 130 hours per month)
• 401(k) with employer match
• Paid holidays and competitive vacation/sick pay plans
• Tuition assistance program
• Employee stock ownership program (ESOP) 

About Trinidad Benham: 
We are a 100% employee-owned company offering an Employee Stock Ownership Plan (ESOP). Trinidad Benham cares about you beyond a paycheck and a benefits package. We are culture of teamwork, creativity, pride, and ownership. Everyone at Trinidad Benham strives cohesively to offer exceptional products and service because we know our efforts result in a healthy bottom line and a thriving ESOP. We are planting the seeds for a more sustainable tomorrow. Become an owner today!

Trinidad Benham Corporation is an equal employment opportunity and affirmative action employer that participates in the E-Verify program as required by law. All qualified applicants will receive equal consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, Veteran status or other legally protected characteristics.

Job Duties/ Responsibilities:
Reasonable accommodation may be made to enable individuals with disabilities to perform these essential functions.

- Manages, mentors, and develops Human Resource team members in assigned region.
- Implements innovative and data-driven HR strategies that support the needs of the business.
- Takes ownership for driving projects and best practices forward in a collaborative way.
- Manages and resolves complex employee relations and conflicts to maintain a positive work environment.
- Develops and implements regional HR strategies aligning with business objectives and manages HR initiatives to support business growth and development.
- Manages and coordinates recruitment, selection, and onboarding processes to ensure talent acquisition and retention.
- Facilitates benefits administration, performance management, and employee relations to foster a positive employee experience in assigned region.
- Conducts HR audits to ensure proper record keeping and compliance reporting to mitigate risks and ensure legal compliance.
- Assists in the development and maintenance of regional HR budgets and metrics to measure HR effectiveness.
- Collaborates with senior leadership on organizational design and development to drive business success.
- Provides coaching and guidance to management and employees to enhance leadership and employee capabilities.
- Facilitates training and development programs to promote skill development and growth.
- Coordinates workers' compensation and leave management to ensure employee well-being.
- Implements and promotes company culture and values to align with business objectives.
- Helps identify and mitigate risks associated with HR matters to protect the organization.
- Collaborates with other regions and corporate HR functions to share best practices and leverage resources.
- Helps develop and maintain regional HR policies and procedures to ensure compliance and consistency.
- Ensures accurate maintenance of HR records and files to maintain confidentiality and compliance.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required.

Some travel will be required.

Place of Business:

Triangle Ins

Job Location: Lubbock, Texas

Position Description:
Human Resources Consultant - TX Region

Triangle Insurance
Immerse yourself in a highly respected organization cemented by a dynamic culture rich with ingenuity and integrity. Become a difference-maker, impacting your community and the agriculture industry. Grow with us as we invest in your continuing education and create advancement opportunities. Triangle's generous compensation package includes competitive salaries, paid time off, flexible schedules, exceptional health insurance, and dual retirement. Come discover the Triangle Difference!

Bring your experience to our Team! Triangle is searching for an experienced Human Resources Consultant for our TX Region. Starting salary commensurate with relevant experience. Travel is required; company vehicle is provided.

Job Duties/ or Responsibilities:
Summary:
The Human Resources (HR) Consultant serves as a trusted advisor to client organizations by providing strategic and operational human resources support. The position manages assigned client accounts, delivering both hands-on HR services and consulting support through remote research, recommendations, training, and guidance to clients' organizational leaders.

Duties/Responsibilities:
Provide strategic and operational HR guidance to clients, managers, and leadership teams.
Assess organizational needs and recommend HR solutions that support business objectives.
Develop, review, and update employee handbooks, policies, procedures, job descriptions, and other HR-related documents.
Guide clients on federal, state, and local employment laws, regulations, and HR best practices.
Advise clients on employee relations matters, including performance management, disciplinary actions, workplace investigations, and conflict resolution.
Provide an appropriate balance between employee advocacy and the responsibility to act as a business partner, advising management on effective ways to resolve employee issues.
Consult on recruitment, talent acquisition, compensation, and workforce planning strategies.
Develop and facilitate employee and management training programs upon request.
Guide clients on leave administration and limited benefit administration questions.
Occasionally required to consult clients with HR related organizational change initiatives, including restructuring and workforce reductions.
Evaluate HR practices and processes and provide recommendations to improve compliance, efficiency, and employee experience.
Provide coaching and guidance to managers regarding leadership, communication, and employee development.
Maintain confidentiality of employee, organizational, and client information.
Remain current on employment law developments, HR best practices, workforce trends, and industry-related matters.
Manage assigned client accounts by scheduling and prioritizing consultations, project work, and travel to client locations to ensure responsive and effective service delivery.
Schedule regular on-site visits with customers requiring frequent and overnight stays.
Promote and sell HR and training services to prospective clients; prepare proposals and marketing materials to support new business.
Regular and sustained attendance.
Perform other duties as assigned.

Required Skills/Abilities:
Thorough knowledge of employment laws and HR best practices.
Strong consulting, coaching, and problem-solving skills.
Ability to analyze complex situations and develop practical solutions.
Excellent interpersonal, communication, and presentation skills.
Strong project management and organizational abilities.
Ability to build relationships and establish credibility with leaders and employees.
Proficiency with HRIS systems, Microsoft Office applications, and HR analytics tools.
Ability to handle confidential information with discretion and professionalism. Excellent verbal and written communication skills.
Ability to function well in a high-paced and, at times, stressful environment.
Proficient with Microsoft Office Suite, Teams, and other internal operating systems.

Minimum Qualifications:
Education – Licensing - Certifications - Experience:

Valid driver's license with an acceptable driving record and the ability to travel to client locations as needed.
Bachelor's degree in Human Resources, Business Administration, Organizational Development, Public Administration, or a related field required.
Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
Five (5) to ten (10) years of progressive professional human resources experience.
Broad experience in multiple HR disciplines, including employee relations, recruitment, compensation, training and development, performance management, policy development, and employment law compliance.
Experience advising managers and organizational leaders on human resources matters and organizational best practices.
Strong written, verbal, analytical, and presentation skills.
Proficiency with Microsoft Office applications and HR-related technology systems.
Preferred: Human resources consulting experience or experience supporting multiple organizations, business units, or locations.
Experience working in the agricultural industry is beneficial but not required.