HR Business Partner

#WeAreONEOK – Fortune 500 company. 100+ years in business. Leading midstream service provider. Safety first. Sustainable operations. Environmentally responsible. Employee focused.

JOB SUMMARY

The Human Resources Business Partner (HRBP) acts as a strategic consultant to business leaders, fostering strong partnerships to drive organizational success. Leveraging expertise in strategic planning, communication, and change management, the HRBP proactively collaborates with leadership to influence positive change and enhance business outcomes. Key responsibilities include building trusted relationships, providing strategic insights, and supporting talent initiatives. The role requires consulting skills such as leadership development, business acumen, influence, and communication, complemented by competencies in data analytics, storytelling, conflict resolution, negotiation, project management, and agile decision-making. The HRBP plays a pivotal role in shaping organizational culture through innovative branding and re-branding efforts, ensuring alignment with business goals and fostering a high-performance environment.

Job Profile Summary

Maintain an effective, strategic partnership between business segment leaders and Human Recourses (HR) centers of expertise through regular communication and facilitating strategic initiatives to support short- and long-term organizational goals and objectives.

Essential Functions and Responsibilities

• Develop and maintain a strategic partnership between the business segments and HR centers of expertise by supporting the design and development of proactive solutions

• Contribute to the design and development of HR strategies by understanding the company’s business segments, soliciting feedback and recommendations from business leadership and anticipating business needs and concerns

• Play a lead role in the prioritization, scheduling, implementation and delivery of solutions that are aligned with business initiatives and company policies

• Develop and analyze trends and metrics to formulate solutions for the business segment leaders and collaborate with HR centers of expertise to convey the story

• Provide guidance to business segment leadership on change management and development of change management strategies

• Collaborate with business segment leaders regarding individual human resource needs and challenges

• Work closely with HR centers of expertise to mitigate legal risks and ensure compliance

• Influence the continuous improvement of HR services and processes to add value to the business

• Support the organization’s overall business strategy through effective management of human resources

• Maintain extensive knowledge of progressive HR practices and key trends

Education

• Bachelor's Degree in Human Resources, business administration, other related fields or a combination of formal education and eight or more years in most, if not all, of the following job-related areas

Work Experience

• Talent acquisition, including recruiting and programs

• Talent management, including employee training and development

• Payroll and HR accounting

• Employee benefits

• Employee relations

• HR compliance

• Compensation

• Diversity & Inclusion

• Workforce planning and analytics

• HR Information Systems and technical support

• Business Partnership

• Experience in conducting meetings as well as designing, developing and making presentations to groups

• Experience with advanced functions of Microsoft Excel, PowerPoint, HRIS system(s) and other electronic Human Resources support tools

Knowledge, Skills and Abilities

• Knowledge of: applicable regulatory agencies, governmental laws and regulations

• Skills in: teamwork and collaboration and written and verbal skills

• Ability to: leverage business acumen and understanding of the HR organization and its functions, as well as the industry and competitive environment in which the organization operates

• Ability to: engage, inspire and influence without direct authority across all levels of the organization

• Ability to: collect and synthesize large quantities of quantitative and qualitative data

• Ability to: recognize trends and develop recommendations based on data analysis

• Ability to: understand and communicate significant knowledge of HR policies, processes and talent management practices

• Ability to: collaborate and work in