Human Resources Manager #0204MBR

Overview

Our client is an energy company with a sharpening focus on oil shale extraction and production across Utah. Having transitioned from an early-stage operator to a company with a steadily growing workforce spanning corporate offices, field sites, and contract crews, the organisation recognises that its people strategy must keep pace with its operational ambitions. To lead that effort, the company is seeking a Human Resources Manager who will serve as the architect of its HR function and a trusted advisor to the executive team on all matters relating to talent, culture, and workforce compliance.

This is a foundational role with broad scope and significant autonomy. The Human Resources Manager will be responsible for building scalable HR programmes from the ground up in some areas and professionalising existing practices in others. The ideal candidate is someone who has operated successfully in lean, high-growth environments — particularly within energy, natural resources, or heavy industrial settings — and who is equally comfortable drafting policy, coaching a field supervisor, negotiating with a benefits provider, and presenting workforce analytics to the board.

Core Duties

• Develop and execute a comprehensive human resources strategy that supports the organisation's growth trajectory, operational demands, and cultural values across both corporate and field environments.
• Own the full talent acquisition lifecycle, partnering with hiring managers to forecast staffing needs, craft compelling position descriptions, source candidates, manage interview processes, and extend offers for roles ranging from field technicians to corporate professionals.
• Design, implement, and administer competitive compensation and benefits programmes that attract and retain top talent within the Colorado energy market, conducting periodic benchmarking studies to ensure alignment with industry standards.
• Serve as the primary advisor to leadership on employee relations matters, conducting fair and thorough investigations into workplace complaints, grievances, and policy violations while mitigating organisational risk.
• Build and maintain a compliant HR infrastructure including an employee handbook, standardised policies, onboarding and offboarding procedures, and documentation practices that reflect current federal, state, and local employment laws.
• Oversee performance management processes, guiding managers in goal-setting, delivering constructive feedback, conducting evaluations, and implementing performance improvement plans when necessary.
• Lead workforce planning and organisational development initiatives, advising leadership on team structure, succession planning, role design, and talent pipeline development as the company scales.
• Administer payroll coordination, HRIS management, and benefits enrolment, ensuring data accuracy, system integrity, and a seamless employee experience across all touchpoints.
• Develop and deliver training programmes covering topics such as leadership development, anti-harassment and anti-discrimination, workplace safety orientation, and company culture and values.
• Champion employee engagement and retention strategies, deploying surveys, analysing turnover data, and recommending initiatives that strengthen morale, inclusion, and organisational commitment across a geographically dispersed workforce.
• Act as a liaison between the organisation and external HR service providers including benefits brokers, legal counsel, payroll processors, and recruitment agencies, managing vendor relationships and contract terms.

Requirements

Essential Qualifications

• A minimum of 7 years of progressive human resources experience, including no fewer than 3 years in a management or senior generalist capacity within the energy, mining, natural resources, or heavy industrial sector.
• Bachelor's degree in Human Resources Management, Business Administration, Organisational Psychology, or a closely related discipline.
• Comprehensive knowledge of federal and Colorado-specific employment law, including wage and hour regulations, anti-discrimination statutes, leave entitlements, and workplace safety standards.
• Demonstrated experience building or substantially maturing HR programmes, policies, and systems within a growing or mid-sized organisation.
• Proven ability to handle sensitive employee relations matters with discretion, fairness, and sound judgement.
• Strong interpersonal and influencing skills with the credibility to advise and coach leaders at all levels, from field supervisors to C-suite executives.
• Exceptional written and verbal communication skills, including the ability to draft clear policies, deliver engaging training sessions, and present workforce data to leadership and board audiences.
• Proficiency with HRIS platforms, applicant tracking systems, and payroll software (e.g., ADP, Paycom, UKG, BambooHR, or similar).
• Willingness to travel to field locations and operational sites across Colorado as needed (up to 20%).

Desired Qualifications

• Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Master's degree in Human Resources, Business Administration (MBA), or Organisational Development.
• Direct experience managing human resources for a workforce that includes both salaried corporate employees and hourly field or operations personnel, including familiarity with shift scheduling, per diem structures, and remote site logistics.
• Background in supporting organisations through periods of rapid headcount growth, restructuring, or private equity-driven transformation.
• Familiarity with oil and gas industry workforce dynamics, including seasonal labour fluctuations, contractor management, and safety-sensitive position requirements such as DOT drug and alcohol testing programmes.
• Understanding of ESG (Environmental, Social, and Governance) reporting as it relates to workforce metrics, diversity and inclusion disclosures, and community impact narratives.
• Experience with immigration and work authorisation processes relevant to recruiting specialised technical talent.

Benefits

Remuneration & Benefits Package

Annual Base Salary: $120,000 – $155,000 and a Performance-Based Bonus tied to talent acquisition targets, retention metrics, and HR programme development milestones

Additional Benefits: 401(k) retirement plan with employer match, comprehensive health, dental, and vision insurance, life & disability insurance, paid time off and flexible work arrangements, relocation assistance (if applicable), and professional development and certification reimbursement support.

Equal Employment Opportunity and Non-Discrimination Policy

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status.

Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected.

Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.

Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.

E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable.

Privacy and Pay Equity:

• California Residents: For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at www.kellerexecutivesearch.com.
• Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available.
• Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.

State-Specific Information:

• Rhode Island: We do not request or require salary history from applicants.
• Connecticut: We provide wage range information upon request or before discussing compensation.
• New Jersey: We do not inquire about salary history unless voluntarily disclosed.

Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process.

Use of Artificial Intelligence in Recruitment

Keller Executive Search and our clients may use artificial intelligence (AI) tools to assist in the recruitment and candidate evaluation process. These tools are used exclusively to support human decision-making by helping to review and assess candidate qualifications and materials. AI is never used to automatically reject, disqualify, or make final hiring decisions about candidates. All AI-assisted evaluations are reviewed by experienced recruitment professionals, and all hiring decisions are made by qualified human recruiters. Our use of AI is designed to enhance fairness, consistency, and efficiency while maintaining our commitment to equal employment opportunity and non-discrimination principles.

Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law.

Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate.

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.