Human Resources Business Partner

Position Summary

The Human Resources Business Partner (HRBP) at Chord Energy provides day-to-day HR support to assigned business groups, helping to drive employee engagement, talent development, and a positive employee experience. This role partners with leaders and employees across all stages of the employee lifecycle and helps ensure alignment with Chord's culture, values, and operational goals. The ideal candidate brings strong interpersonal skills, sound HR knowledge, and a desire to grow in a collaborative, fast-paced environment. This position is based in downtown Houston, TX, and reports to the Human Resources Manager. A hybrid work schedule (remote Mondays and Fridays) is available. Level and salary commensurate with background and experience.

Essential Job Functions

• Support business leaders and teams by understanding department goals, assisting with workforce needs, and offering practical HR guidance.
• Assist in workforce planning activities, including headcount reviews, staffing coordination, and organizational updates.
• Provide support across the employee lifecycle, including onboarding, goal setting, performance check-ins, employee development, and offboarding.
• Promote and reinforce Chord's culture and values through active involvement in employee communications and engagement initiatives.
• Maintain regular communication with client groups, helping to resolve day-to-day questions and referring more complex issues as needed.
• Coordinate and assist with recruitment activities, such as job posting, interview scheduling, and offer preparation in collaboration with the recruiting team and hiring managers.
• Help facilitate employee experience programs, including onboarding sessions, engagement activities, and training efforts.
• Provide basic guidance on HR policies, processes, and employee relations matters, escalating more complex or sensitive concerns to senior HR team members.
• Partner with the HR team to maintain accurate employee data, assist with reporting, and support system-related tasks.
• Contribute to cross-functional HR projects that support team goals, compliance, and organizational effectiveness.
• Stay informed on HR practices and regulatory updates to support compliance and continuous learning.
• Learn and apply Chord Energy's HR fundamentals to serve as a resource for employee and manager questions, including:

• Recruiting and onboarding processes
• Employee relations and investigations
• Benefits and payroll basics
• Workday processes and self-service tools

Minimum Qualifications

• Bachelor's degree in Human Resources, Business, Organizational Development, or a related field.
• 3+ years of progressive HR experience, including exposure to HR business partnership or generalist responsibilities.
• Strong interpersonal and communication skills, with a collaborative, team-oriented mindset.
• Experience supporting recruitment processes, including coordinating interviews and supporting hiring managers.
• Proficiency in Microsoft Office and working knowledge of HRIS platforms; Workday experience preferred.
• Familiarity with HR practices and U.S. employment laws and regulations.
• Ability to prioritize multiple tasks, meet deadlines, and maintain attention to detail in a fast-paced environment.
• High degree of integrity and discretion when handling confidential information.
• Willingness to travel occasionally to field offices or other Chord Energy sites.

This job description is not intended to be an all-inclusive list of duties and responsibilities of the position.Incumbents will be required to follow any other job-related instructions and duties outside of their normal responsibilities as assigned by their supervisor.

Preferred Qualifications

• Experience using Workday
• Experience in the energy or oil and gas industry

EEO Statement:

Chord Energy does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.