Human Resources Business Partner

Theuniversityunion; Oklahoma City (OK); On-site; USD 60,000 - 95,000; Full time

Job summary

MidCentral seeks an Human Resources Business Partner to serve as the primary HR partner for assigned departments across MidCentral, PowerStream, and Expanse. You will provide practical HR guidance, support performance management, onboarding, and employee relations while coaching managers to handle HR matters confidently.

The role requires sound judgment, proactive communication, and the ability to partner with leadership to drive consistent HR practices and compliance across the organization.

Qualifications

• Bachelor’s degree in human resources, business administration, or closely related field (required).
• Two (2) years of human resources experience or equivalent combination (required).
• Experience with HRIS, payroll, benefits, and compliance is a plus.

Responsibilities

• Serve as the primary HR partner for assigned departments/entities across MidCentral, PowerStream, and Expanse.
• Provide practical guidance on HR policies, employee relations, performance management, and onboarding.
• Coach managers through HR processes and investigations; maintain compliance and confidentiality.

Skills

HR guidance

Coaching managers

Communication

Payroll processing

Data accuracy

Education

Bachelor's degree in HR/Business

Tools

HRIS

Applicant Tracking Systems

Microsoft Excel

Job description

• Employee Type FT Exempt

No matter the role, everyone at MidCentral brings it. EVERY. DAY.

Our smart, gritty team supports, challenges, and motivates each other to think hard, work with craft, and build things that last. We serve a broad operating footprint, with headquarters in Oklahoma City and field offices across New Mexico, North Dakota, Oklahoma, Pennsylvania, Texas, and Utah. Across the energy value stream, from energy production through the delivery of electricity, MidCentral, PowerStream, and Expanse deliver scalable, data-driven solutions that reduce costs and increase productivity for our customers. We shorten timelines. We increase uptime. And we push the energy industry forward.

Everything we do runs on GRIT: Grit, Reciprocity, Innovation, and Trust. It's how we show up, how we decide, and how we hold each other accountable.

Got what it takes to join us? Bring it.

Position Summary:

The Human Resources Business Partner is the dedicated Human Resources (HR) contact for an assigned group of departments and/or entities across MidCentral, PowerStream, and Expanse. The HR Business Partner works directly with leaders and employees to provide practical HR guidance, resolve issues, support consistent HR practices, and build manager capability.

The role requires sound judgment, initiative, adaptability, proactive communication, and consistent follow-through. HR Business Partners provide clear guidance, establish expectations and next steps, and see matters through to completion while helping managers build the knowledge and confidence to handle similar situations independently. The HR Business Partner serves as an advisor and partner to the business, recognizing that effective decisions are made collaboratively with the appropriate leaders rather than by HR alone. Assignments may change based on business needs.

Essential Functions:

• Serve as the primary HR partner for assigned departments and/or entities, developing an understanding of their operations, workforce, priorities, and HR needs.
• Provide practical guidance to managers and employees regarding HR policies, procedures, employee relations, performance management, compensation, benefits, leave, and other employment matters.
• Coach managers through HR processes and employee matters by explaining expectations, providing appropriate tools and resources, and building their ability to effectively manage similar situations independently.
• Partner with managers on employee coaching, performance management, corrective action, investigations, workplace concerns, and separations; provide guidance and recommendations while maintaining appropriate management accountability for business and employment decisions.
• Communicate clearly and proactively, providing the who, what, when, where, why, and next steps needed for the audience to understand expectations and take appropriate action.
• Establish clear responsibilities, timelines, and next steps; follow up on outstanding matters and ensure appropriate communication through completion or handoff.
• Identify potential employee, compliance, operational, or process issues; gather relevant information, evaluate options, and recommend practical solutions in partnership with appropriate leaders.
• Support recruiting and workforce needs, including position review, job postings, applicant screening, interviews, employment offers, pre-employment requirements, onboarding, orientation, and employee transitions.
• Coordinate HR programs and processes, including compensation, benefits, leave administration, training, recognition, talent management, and other employee lifecycle activities.
• Process assigned payrolls from start to finish, including reviewing payroll data for accuracy, resolving discrepancies, completing required audits and reconciliations, finalizing payroll, and addressing employee and manager questions.
• Conduct audits and monitor HR practices for compliance with company policies and applicable federal, state, and local laws and regulations; identify gaps and coordinate corrective action through completion.
• Maintain accurate and timely HR files, records, and documentation and appropriately safeguard confidential and personally identifiable information.
• Develop and distribute employee and manager communications that are accurate, timely, appropriate for the intended audience, and provide sufficient information to understand what is happening, why it matters, and any action required.
• Monitor changes in employment laws, regulations, and HR practices and recommend appropriate policy, process, or communication updates.
• Partner with HSE and operational leadership on employee-related safety matters, training, and workforce initiatives.
• Track and document required training, continuing education, professional licenses, and certifications, as applicable.
• Participate in HR initiatives, projects, department goals, and continuous process improvement across the organization.
• Adapt to changing business priorities, processes, responsibilities, and organizational needs while maintaining appropriate communication and follow-through on existing commitments.
• Travel to field offices and operating locations as needed, including occasional overnight travel

Non-Essential Functions:

• Other duties as assigned

Knowledge, Skills, and Abilities (KSA's) for Position:

Knowledge

• Policies, practices, and procedures of MidCentral
• Adhere to Health, Safety, and Environmental (HSE) procedures and guidelines
• Human resources principles, practices, and procedures, including employee relations, performance management, compensation, benefits, leave administration, talent management, and payroll
• Federal, state, and local employment laws and regulations
• HR compliance, recordkeeping, and confidentiality requirements
• General business operations and the role HR plays in supporting operational objectives
• Workplace safety practices and HSE requirements applicable to the organization's operations
• Principles of effective customer service and internal business partnership

Skills

• Clear, concise written and verbal communication tailored to the intended audience
• Coaching, advising, and influencing managers while maintaining appropriate management accountability
• Organization, prioritization, and management of multiple open matters through completion
• Analytical thinking, problem-solving, and root-cause identification
• Researching unfamiliar issues, evaluating available information, and identifying appropriate resources or subject-matter experts
• Payroll processing, auditing, reconciliation, and data validation
• Strong attention to detail and data accuracy
• Handling confidential and sensitive information with appropriate discretion
• Proficiency with HRIS and applicant tracking systems and Microsoft Office Suite, including Excel

Abilities

• Demonstrate curiosity and a willingness to learn and adapt as business needs, priorities, processes, and responsibilities change.
• Build effective working relationships with employees, managers, leaders, and professional colleagues while maintaining appropriate HR boundaries and accountability.
• Anticipate questions, dependencies, and next steps and communicate proactively.
• Exercise sound judgment, consider different perspectives and operational needs, and recognize when additional information or expertise is needed.
• Adjust priorities and work effectively as business needs, processes, or direction change while maintaining appropriate communication and follow-through.
• Apply policies and HR practices consistently while recognizing legitimate differences in business operations and individual circumstances.
• Handle multiple priorities and deadlines while maintaining accuracy and attention to detail.
• Work a flexible schedule as business needs require, including occasional evenings, weekends, holidays, or emergency situations.

Requirements

• Bachelor’s degree in human resources, Business Administration, or a closely related field
• Two (2) years of human resources experience
• OR equivalent combination of education and experience to successfully perform the duties of the job

Other:

This position is subject to pre-employment and/or periodic background checks and motor vehicle records (MVR) review.

This position description is a general guideline for work behavior and is not intended to be a comprehensive listing of all job duties. Therefore, it is also not, nor can it be implied to be, a contract of employment. Responsibilities may change based on business needs. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position. Must be able to successfully complete an intense background investigation.

Summary

Prior human resources experience is preferred but not required! The ability to learn, adapt to changing priorities, communicate effectively, solve problems, and build productive working relationships is essential.

First consideration at two (2) weeks for applications received by September 30.