Senior Human Resource Business Partner

AWC is a leading provider of automation, controls, and valve solutions across the Gulf Coast and beyond. As a 100% employee-owned company (ESOP), our success is driven by people who take ownership, solve problems, build strong relationships, and continuously improve the way we serve our customers. Our culture is built on Safety, Family, Mutual Respect, Quality, Service, Partnerships, and Rewarding Results. We believe strong organizations are built through trust, accountability, and leaders who create environments where employees can learn, contribute, grow, and perform at a high level together.

As our organization continues to grow, we are seeking an experienced Senior HR Business Partner who can influence leaders, strengthen organizational effectiveness, and foster our culture where high performance and mutual respect coexist. If you are an experienced HR professional who enjoys solving complex people challenges, coaching leaders, and helping organizations perform at their best, we would welcome the opportunity to speak with you.

The Senior HR Business Partner will serve as a trusted advisor to leaders across the organization, helping them navigate employee relations, performance management, workforce planning, and organizational structure. This role is ideal for someone who thrives in the real-world complexity of leadership - someone who builds trust quickly, helps employee co-owners realize their potential, coaches through difficult situations, and partners with leaders to build effective teams through clarity, accountability, and practical problem-solving. The successful candidate will be viewed not simply as "HR support," but as a credible business partner who helps leaders solve problems, strengthen teams, improve organizational effectiveness, and build long-term success across the business.

How You Will Make an Impact:

Partner with Leaders on Organizational & People Strategy

• Serve as a trusted advisor to leaders on employee relations, team dynamics, organizational effectiveness, and leadership challenges
• Influence leaders through credibility, sound judgment, and practical business thinking
• Help managers think strategically about how they structure, lead, and develop their teams to achieve business results
• Provide guidance on organizational design, role clarity, span of control, and reporting structures
• Partner with leaders to align workforce resources with operational priorities while maintaining healthy team dynamics and accountability

• Help leaders assess whether challenges stem from capacity, capability, leadership, workflow, or structural issues
• Support leaders in evaluating staffing models, workload distribution, and team composition
• Identify opportunities to improve organizational effectiveness through better role definition, process alignment, communication, and talent deployment
• Assist leadership in making informed decisions around hiring, restructuring, succession planning, or reallocating people resources
• Help instill leadership habits and management disciplines that create scalable, high-performing teams

• Coach leaders through difficult employee situations with confidence, professionalism, and fairness
• Support managers in setting expectations, delivering feedback, building accountability, and strengthening team trust
• Guide leaders through performance improvement conversations, corrective action, and when necessary, terminations
• Help leaders balance empathy, accountability, and operational expectations in a way that strengthens credibility with employees

• Build authentic relationships with employee-owners and leaders across multiple levels of the organization
• Address workplace concerns early and helps resolve issues before they escalate into larger organizational problems
• Foster a culture of trust, respect, accountability, and open communication
• Serve as a calm, credible presence during sensitive or high-pressure situations
• Help leaders strengthen employee trust through consistency, fairness, communication, and follow-through

• Conduct workplace investigations related to employee concerns, policy violations, ethics matters, or misconduct
• Gather facts objectively and provide clear, balanced findings and recommendations
• Ensure fair and consistent application of company policies and employment practices
• Help leaders navigate sensitive situations while protecting trust, integrity, and organizational credibility

• 10-15+ years of progressive HR experience with a strong track record of influencing leaders, improving organizational effectiveness, and driving business outcomes
• Experience supporting operational, industrial, manufacturing, field service, or multi-site environments strongly preferred
• Demonstrated ability to build credibility and trusted partnerships with operational and technical leaders across multiple levels of an organization

• Bachelor's degree required
• Engineering, technical, or analytical backgrounds are highly valued, as we appreciate problem solvers who approach people challenges with structured thinking

• Experience building strong relationships and trust with both frontline employees and senior operational leaders
• Demonstrated ability to influence leaders through credibility, judgment, and practical business partnership rather than policy enforcement alone
• Background supporting industrial, manufacturing, field service, or multi-site operational environments
• Lean, continuous improvement, or process improvement mindset with the ability to identify root causes and simplify complexity
• Ability to balance employee trust, operational realities, and business performance in fast-paced environments
• Experience helping organizations scale leadership capability, accountability, and workforce effectiveness without creating unnecessary bureaucracy

• Employee Stock Ownership Plan (ESOP)
• 401(K) Match
• Competitive Pay
• Medical, Dental and Vision Insurance Package
• Employer Paid Life Insurance
• Paid Time Off and Holiday Pay
• Career Development Opportunities