Site HR Business Partner

TAS Energy Inc; Houston (TX); On-site; USD 85,000 - 110,000; Full time

Job summary

TAS Energy Inc is looking for a Site HR Business Partner in Houston, Texas, to deliver HR services that promote a safe and engaged workforce. This role requires close collaboration with plant leadership to drive HR solutions and ensure consistent application of policies.

The ideal candidate should possess strong HR experience in a manufacturing setting, with capabilities in employee relations, compliance, and workforce planning. Key responsibilities also include maintaining a positive workplace culture and overseeing HR processes.

Qualifications

• 5-8 years of progressive HR experience, including high-volume manufacturing.
• Strong employee relations background with experience handling investigations.
• Demonstrated ability to partner with operations leaders in a fast-paced environment.

Responsibilities

• Serve as the primary HR point of contact to the site leadership team.
• Translate business goals into HR strategies that support production.
• Lead workforce planning and staffing strategies for the site.
• Promote a positive, inclusive, and high-performance culture.
• Ensure compliance with federal, state, and local employment laws.

Skills

Strong relationship building skills

Knowledge of employment laws and HR best practices

Familiarity with HCM Systems and data analytics

Ability to use data and insights to drive decisions

Education

Bachelor's degree in Human Resources, Business or related field

HR certification (SHRM-CP/SCP, PHR/SPHR)

Job description

Position Overview

The Site HR Business Partner is responsible for delivering all HR services that support a safe, productive, and engaged workforce for their assigned site(s). This role partners closely with plant leadership to drive operational performance while ensuring consistent application of HR policies, compliance standards, and talent practices across the organization. The Site HR Manager supports employee relations, staffing, training, performance management, and culture building initiatives for a manufacturing environment with both day and over‑night shifts.

Key Job Responsibilities

• Serve as the primary HR point of contact to the site leadership team.
• Translate business goals into HR strategies that support production, quality, safety, and workforce stability.
• Lead workforce planning, staffing strategies and organizational design for the site.
• Partner with corporate HR to ensure consistent execution of company‑wide programs.
• Lead employee relations activities, including coaching leaders, conducting investigations, and resolving workplace issues.
• Promote a positive, inclusive, and high‑performance culture aligned with company values.
• Maintain strong visibility on the production floor to build trust and understand workforce needs.
• Partner with the Talent Acquisition team to ensure timely hiring for hourly, skilled trades, and salaried roles.
• Oversee site‑level onboarding, desk set‑up, seating assignment and new‑hire integration.
• Monitor turnover trends and, in connection with corporate HR, implement retention strategies tailored to the site.
• Work closely with the corporate training team to address and manage site training needs, including compliance training, skills development, and leadership training.
• Guide leaders through performance reviews, corrective actions, and development plans.
• Coach supervisors and managers on effective leadership, communication, and employee engagement.
• Ensure consistent application of policies and performance standards across all shifts.
• Ensure compliance with federal, state, and local employment laws, as well as company policies and safety standards.
• Oversee HR processes including attendance, leaves of absence, accommodations, and personnel records.
• Support the management of unemployment claims and assist with responding to employment‑based legal matters in partnership with Corporate HR and Legal.
• Partner with EHS to support safety initiatives, incident response, and workers’ compensation processes.
• Maintain accurate HR metrics and dashboards; use data to drive decisions and improvements.
• Foster a culture of continuous improvement and operational excellence within the HR function.
• Any other duties as assigned by TAS.

Job Skills

• Strong relationship building skills with employees and leaders at all levels.
• Knowledge of employment laws and HR best practices.
• Familiarity with HCM Systems and data analytics.
• Ability to use data and insights to drive decisions.

Education & Training

Bachelor's degree in Human Resources, Business or related field. Extensive relevant experience and training may be considered in lieu of a degree.

Minimum Requirements

5-8 years of progressive HR experience, including high‑volume manufacturing or industrial environments. Strong employee relations background with experience handling investigations and coaching leaders. Demonstrated ability to partner with operations leaders in a fast‑paced, high‑volume environment.

Preferred Requirements

HR certification (SHRM‑CP/SCP, PHR/SPHR). Experience in a multi‑shift manufacturing company.

Physical Requirements / Work Environment

Position is at least 80% to 95% at a desk working with computer. Ability to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Performs other physical activities including use of fingers, sitting, stooping, bending, crouching, talking, hearing, and performing repetitive motions. Visual acuity requirements include color, depth perception and field of vision necessary to prepare and analyze data and figures, operate a computer terminal, and conduct extensive reading. The incumbent will be subject to inside environmental conditions.

Equity, Diversity & Inclusion

TAS guarantees equal employment opportunities to all qualified applicants. All qualified applicants will receive consideration for employment, without regard to age, race, color, religion, sex, sexual orientation, gender identity, or national origin.

Important Notice

TAS has a tobacco‑free workplace policy, under which individuals are not allowed to smoke or use tobacco or nicotine products on the TAS premises, while conducting TAS business off premises or take "smoking" breaks during working hours. "smoking" and "tobacco or nicotine products" includes, but is not limited to, product such as cigarettes, e‑cigarettes, cigars, pipes, vaping, all forms of smokeless tobacco (chewing tobacco, snuff, dip) and clove cigarettes.