Manager, HR Operations

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    "datePosted": "2026-06-17T04:00:00.000Z",
    "description": "<h2>About Us</h2>\n<p>At ENFRA, we blend a rich history with a forward-looking vision. With over 100 years of experience, we are a pillar of stability in the energy infrastructure industry and a leader in innovative energy solutions. Our commitment to leveraging emerging technologies ensures that we remain at the forefront of the Energy-as-a-Service sector.</p>\n<p> </p>\n<p>We believe in growth—not just for our business, but for our people. Our team members have the opportunity to advance their careers in a supportive environment that values continuous learning and development. We embrace innovation and encourage creative problem solving to tackle the energy infrastructure and energy challenges of tomorrow.</p>\n<p> </p>\n<p>Inclusion is at the heart of our culture. We strive to create a workplace where every voice is heard and valued, fostering a collaborative environment where diverse perspectives drive our success.</p>\n<p> </p>\n<p>Join us to be part of a legacy of excellence and a future of groundbreaking advancements. At ENFRA, stability, innovation, and growth are more than just values—they are the pillars of our continued success.</p>\n<h2>Overview</h2>\n<p>The HR Manager serves as a strategic partner and primary HR point of contact. This role operates within a shared services model and acts as the key liaison between business leadership, employees, and HR Centers of Excellence (COEs), ensuring alignment between enterprise programs and day-to-day execution.</p>\n<p> </p>\n<p>This position functions as a “two-lane” HR leader—balancing hands-on HR operations with strategic program integration. The HR Manager is deeply embedded in the business, serving as the trusted advisor for leaders and employees on all HR-related matters, including employee relations, benefits, leaves, data changes, and organizational changes. At the same time, the role partners closely with COEs to inform program design and ensure effective rollout, adoption, and execution of enterprise HR initiatives.</p>\n<p> </p>\n<p>The HR Manager also provides leadership and direction to an HR Business Partner, enabling consistent, high-quality support across the employee lifecycle. Success in this role requires strong business acumen, executional excellence, and the ability to seamlessly bridge strategy, operations, and service delivery.</p>\n<h2>Responsibilities</h2>\n<ul>\n <li>Serve as the primary HR point of contact for employees and leaders, providing day-to-day support on HR matters including leaves, benefits, employee changes, and policy guidance.</li>\n <li>Build strong, trusted relationships with leaders and employees, acting as an embedded HR partner within assigned client groups.</li>\n <li>Coach leaders on performance management, employee engagement, and team effectiveness to drive strong organizational outcomes.</li>\n <li>Support organizational design and team effectiveness initiatives, including facilitating team structure reviews, workforce changes, and multi-role adjustments in partnership with leadership.</li>\n <li>Manage employee relations matters, ensuring fair, consistent, and compliant resolution of issues.</li>\n <li>Partner with business leaders and Talent Acquisition to support the recruiting process, including developing job descriptions, coordinating job evaluations and compensation alignment, and ensuring smooth handoff and engagement throughout the hiring process.</li>\n <li>Partner with HR Centers of Excellence (Talent Management, Total Rewards, HRIS, Compliance) to deliver aligned, effective HR solutions. Support cross-segment alignment/roll-out, as required.</li>\n <li>Provide business-informed input into HR program design and lead implementation, communication, and adoption within supported teams.</li>\n <li>Monitor program effectiveness and employee feedback to drive continuous improvement.</li>\n <li>Execute core HR processes such as promotions, transfers, and employee documentation, ensuring accuracy and timeliness.</li>\n <li>Support and administer key annual cycles, including performance management, merit and incentive planning, and open enrollment.</li>\n <li>Support compensation activities, including tracking changes and partnering with Total Rewards on pay decisions.</li>\n <li>Lead and develop an HR Business Partner, ensuring high-quality, responsive HR support.</li>\n <li>Maintain data integrity and support reporting, compliance, and audit requirements.</li>\n</ul>\n<h2>Qualifications</h2>\n<h4>Required Education, Experience, and Qualifications</h4>\n<ul>\n <li>Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent experience</li>\n <li>Minimum of six (6) years of progressive HR experience; ten (10) years required in lieu of a degree</li>\n <li>Demonstrated ability to balance strategic HR partnership with hands-on execution across the employee lifecycle</li>\n <li>Strong experience managing employee relations matters with sound judgment and knowledge of employment law</li>\n <li>Ability to influence, coach, and build effective relationships with leaders at multiple levels</li>\n <li>Experience supporting corporate and/or operational, project-based, or multi-site teams</li>\n <li>Experience working within a shared services or Center of Excellence (COE) HR model</li>\n <li>Strong organizational and analytical skills, with experience managing HR data, reporting, or compensation-related tracking</li>\n <li>Proven ability to manage multiple priorities in a fast-paced, matrixed environment</li>\n</ul>\n<h4>Preferred Education, Experience, and Qualifications</h4>\n<ul>\n <li>Experience in energy, infrastructure, engineering, construction, or similarly project-based industries</li>\n <li>Experience supporting a matrixed, multi-site, or geographically dispersed workforce</li>\n <li>HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR)</li>\n <li>Experience leading or developing HR team members (direct or indirect leadership)</li>\n <li>Familiarity with compensation processes, including merit planning, incentive programs, or job leveling</li>\n <li>Experience supporting organizational change, transformation initiatives, or high-growth environments</li>\n <li>Experience leveraging HR systems, reporting tools, and workforce analytics to inform decisions</li>\n</ul>\n<h4>Travel Requirements</h4>\n<ul>\n <li>0-15% of time will be spent traveling to job site(s)/office location.</li>\n</ul>\n<h4>Physical/Work Environment Requirements</h4>\n<ul>\n <li>Primarily office-based, sedentary work with extended computer use</li>\n <li>Regular sitting with occasional standing/walking between meetings</li>\n <li>Use of standard office equipment (computer, phone, printer)</li>\n <li>Light lifting (up to \\~10–20 lbs)</li>\n <li>Climate-controlled indoor environment</li>\n <li>Frequent in-person and virtual meetings</li>\n</ul>\n<p>#LI-SB1</p>\n<h2>Pay Range</h2>USD $79,542.00 - USD $106,173.00 /Yr.\n<h2></h2>\n<p>ENFRA is proud to be an Equal Opportunity Employer of Minorities, Women, Protected Veterans, and Individuals with Disabilities, and participates in the e-Verify program. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other classification protected by law.</p>",
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