Human Resources Manager

• Serve as the primary HR partner to Power leaders and employees across field, plant, project, and corporate support teams, adapting people practices to a rapidly scaling business.

• Serve as the primary HR partner to Power leaders and employees across field, plant, project, and corporate support teams, adapting people practices to a rapidly scaling business.
• Develop workforce plans for new sites, customer projects, technologies, and regions, including staffing models, critical-role pipelines, mobilization, and organizational readiness.
• Partner with operations and recruiting leaders to attract, select, onboard, and retain power-generation talent, including technicians, plant leaders, and other scarce technical roles.
• Assess rotation and shift schedules, relief coverage, travel demands, and project requirements; recommend sustainable workforce solutions that balance employee experience, customer commitments, safety, and cost.
• Use retention, engagement, staffing, overtime, vacancy, and workforce-movement data to identify risks and lead targeted action plans with Power leadership.
• Coordinate career paths, succession plans, leadership development, and technical-training priorities that build bench strength as the Power business expands.
• Support integration and change initiatives by aligning policies, programs, systems, communications, and leader practices across legacy and growing Power operations.
• Partner with Safety, Legal, Compensation, Benefits, Payroll, Training, and operational leaders to deliver consistent, compliant HR solutions for Power employees.Partner with leaders to translate business priorities into workforce, organization design, talent, and change plans.
• Anticipate workforce needs, identify organizational risks, and recommend practical, data-informed solutions.
• Lead change-management and communication plans that build understanding, adoption, and accountability.
• Model inclusive leadership and reinforce a culture grounded in the Kodiak Greenprint.

• Serve as an accessible, trusted resource for employees and coach leaders on performance, attendance, conduct, conflict resolution, and policy application.

• Serve as an accessible, trusted resource for employees and coach leaders on performance, attendance, conduct, conflict resolution, and policy application.
• Conduct timely, impartial workplace investigations; document findings and guide consistent, legally compliant outcomes.
• Manage performance improvement and corrective-action processes with empathy, consistency, and clear accountability.
• Identify employee-experience and retention opportunities through listening, engagement, stay, and exit insights; partner with leaders on action plans.
• Support goal setting, check-ins, talent reviews, and performance calibration to promote fair, differentiated performance decisions.

• Partner with leaders on workforce plans, position design, job descriptions, selection criteria, and internal mobility.

• Partner with leaders on workforce plans, position design, job descriptions, selection criteria, and internal mobility.
• Lead recruitment for priority roles and improve candidate quality, hiring speed, and the candidate and onboarding experience.
• Collaborate with Compensation on offers, promotions, job changes, merit, incentives, and off-cycle pay decisions that support internal equity and market competitiveness.
• Facilitate talent reviews, succession planning, and development planning to strengthen leadership capability and bench depth.
• Coach leaders to create meaningful growth opportunities and shared accountability for developing talent.

• Ensure consistent compliance with company policy and applicable employment, leave, wage-and-hour, equal employment opportunity, DOT, drug-testing, and safety requirements.

• Ensure consistent compliance with company policy and applicable employment, leave, wage-and-hour, equal employment opportunity, DOT, drug-testing, and safety requirements.
• Partner with Legal, Safety, Payroll, Benefits, and operational leaders to assess risk and resolve complex matters.
• Support audits and regulatory reporting with accurate, timely documentation and workforce data.
• Maintain complete, confidential records and strong data integrity in Workday and related systems.

• Guide employees and leaders through benefit, accommodation, and life-event questions with responsive, people-centered service.

• Guide employees and leaders through benefit, accommodation, and life-event questions with responsive, people-centered service.
• Coordinate FMLA, disability, military, and other leave cases; support return-to-work and workplace accommodation processes.

• Partner with Training & Development to assess capability gaps and deliver practical manager, leadership, and workforce development solutions.

• Partner with Training & Development to assess capability gaps and deliver practical manager, leadership, and workforce development solutions.
• Facilitate leadership, policy, compliance, and team-effectiveness sessions as needed.
• Complete and reinforce required quarterly and annual training.

• Track and interpret workforce indicators such as headcount, turnover, retention, vacancies, time to fill, talent movement, and employee-relations trends.
• Turn data and employee feedback into clear insights, recommendations, and measurable action plans for leaders.
• Deliver accurate, timely employee transactions and responsive HR service while protecting confidentiality.
• Simplify and standardize HR processes, improve self-service, and promote effective use of Workday and other people systems.
• Contribute to cross-functional HR projects and continuously improve the employee and leader experience.

• Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and experience.
• Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

• Five or more years of progressive, broad-based HR experience supporting leaders and employees; experience with field, operations, or multi-site workforces preferred.
• Demonstrated experience in employee relations, investigations, performance management, recruiting, workforce planning, talent development, compensation, leave administration, and employment compliance.
• Working knowledge of federal and state employment laws and HR best practices; DOT-regulated workforce experience preferred.
• Experience using Workday or a comparable HRIS and translating people data into actionable business insights.

• People-focused, approachable, and credible, with the courage to address difficult issues directly and respectfully.
• Strong business acumen and ability to balance employee advocacy, operational priorities, consistency, and risk.
• Excellent coaching, facilitation, active-listening, conflict-resolution, negotiation, and written and verbal communication skills.
• Analytical mindset with the ability to identify patterns, communicate a clear point of view, and measure outcomes.
• Learning agility, adaptability, discretion, and resilience in a fast-paced, changing environment.
• Ability to build trust across all organizational levels and collaborate effectively in a matrixed HR model.

• Predominantly operates in an office environment. Some work (less than 10%) requires frequent bending, moving, and lifting less than 10lbs.
• Dexterity of hands and fingers to operate a computer keyboard, mouse, power tools, and other computer components.
• Up to 25% travel required.