Human Resources Manager

About Base Electron:

Base Electron is a next-generation Independent Power Producer (IPP) developing and operating reliable, scalable energy infrastructure to support large industrial loads, hyperscale data centers, and grid-critical customers. We develop, own, and operate fuel and technology agnostic energy solutions designed to deliver dependable power in complex wholesale markets.

Position Summary

The Human Resources Manager is responsible for leading and executing human resources strategies, programs, and initiatives that support organizational objectives and foster a high-performance culture. This role serves as a strategic business partner to leaders and employees, providing guidance in talent management, employee relations, performance management, workforce planning, compensation, compliance, and organizational development.

The HR Manager ensures that HR practices align with business goals while maintaining compliance with federal, state, and local employment laws. The ideal candidate combines strong business acumen with hands-on HR expertise to support a growing and dynamic workforce.

Key Roles and Responsibilities

Human Resources Leadership

• Partner with leadership to develop and execute HR strategies aligned with organizational goals.
• Provide guidance and support to managers on workforce planning, organizational design, and employee engagement.
• Act as a trusted advisor to leaders on employee-related matters and business challenges.
• Support organizational growth initiatives, change management efforts, and workforce optimization.

Employee Relations

• Serve as the primary point of contact for employee relations matters.
• Investigate employee complaints, workplace concerns, and policy violations.
• Provide coaching and counseling to managers and employees on performance, conduct, and workplace issues.
• Promote a positive work environment through conflict resolution and proactive employee engagement initiatives.
• Ensure consistent application of company policies, procedures, and employment practices.

Performance Management

• Oversee the performance management process, including goal setting, performance reviews, and development planning.
• Coach managers on performance improvement plans, disciplinary actions, and employee development.
• Monitor performance trends and recommend solutions to improve workforce effectiveness.
• Partner with leadership to identify and develop high-potential employees and succession plans.

Talent Acquisition \& Workforce Planning

• Collaborate with Talent Acquisition to develop hiring strategies and workforce plans.
• Support recruiting activities for key and leadership positions as needed.
• Participate in interview processes and hiring decisions for critical roles.
• Analyze workforce needs and develop proactive staffing plans.
• Monitor headcount, turnover, and workforce metrics to support business decisions.

Employee Engagement \& Retention

• Develop and implement employee engagement initiatives to improve morale and retention.
• Analyze employee feedback, survey results, turnover trends, and engagement metrics.
• Partner with leadership to address retention challenges and employee concerns.
• Assist with recognition programs and employee appreciation initiatives.

Compensation and Benefits

• Support compensation planning, salary benchmarking, and annual merit review processes.
• Partner with leadership and HR leadership on compensation recommendations and market competitiveness.
• Assist employees with benefits-related questions and escalations.
• Ensure compensation practices align with internal equity and market trends.

HR Compliance \& Policy Administration

• Ensure compliance with all federal, state, and local employment laws and regulations.
• Maintain HR policies, employee handbook, and related documentation.
• Manage compliance reporting, audits, and recordkeeping requirements.
• Monitor changes in employment legislation and recommend policy updates.
• Ensure accurate maintenance of employee records and HRIS data.

Training \& Development

• Identify training needs and coordinate employee development programs.
• Support leadership development and management training initiatives.
• Facilitate onboarding programs and workforce development activities.
• Encourage continuous learning and career development opportunities.

HR Operations \& HRIS Management

• Maintain and optimize HR systems and processes.
• Ensure employee data accuracy and confidentiality.
• Generate workforce analytics and HR reports for leadership.
• Drive continuous improvement initiatives to enhance HR efficiency and employee experience.

Additional Responsibilities

• Participate in HR projects and strategic initiatives.
• Assist during mergers, acquisitions, integrations, or organizational restructuring activities.
• Manage vendor relationships related to HR services and programs.
• Support budget planning and management for HR programs.
• Perform other duties as assigned.

Basic Qualifications

• Bachelor's degree in human resources, Business Administration, Organizational Development, or related field.
• Minimum of 10 years of progressive Human Resources experience.
• Minimum of 8 years of experience in an HR Generalist, HR Business Partner, or HR Management role.
• Strong knowledge of employment laws, labor regulations, and HR best practices.
• Experience conducting employee relations investigations and managing sensitive issues.
• Experience supporting performance management and employee development programs.
• Knowledge of compensation, benefits, and workforce planning principles.
• Proficiency with HRIS systems such as ADP or similar platforms.
• Effective communication, interpersonal, and conflict-resolution skills.
• Ability to handle confidential and sensitive information with professionalism and discretion.
• Proficiency in Microsoft Office Suite, including Excel, Word, and PowerPoint.

Preferred Qualifications

• Master's degree in human resources, Business Administration (MBA), Organizational Development, or related discipline.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience supporting high-growth organizations.
• Experience within construction, data center, infrastructure, technology, engineering, manufacturing, or industrial environments.
• Strong analytical skills with experience utilizing workforce analytics and HR metrics.
• Experience managing organizational change and transformation initiatives.
• Knowledge of employee engagement programs, succession planning, and leadership development.
• Experience supporting multi-state operations and distributed workforces.
• Advanced proficiency in HRIS platforms and reporting tools.
• Demonstrated ability to influence leaders and drive strategic HR initiatives.