Position Summary

The Field Human Resources Manager serves as the primary HR partner and first point of contact for field operations leaders and employees in the Bakken Region, providing responsive, practical, and compliant HR support.

This role operates as the “front door” of HR, owning day-to-day employee relations, compliance, and workforce support while ensuring alignment with Corporate HR programs, policies, and standards. Success in this role requires building strong, trust-based relationships with operations, delivering timely and effective guidance, and balancing business needs with legal and policy requirements. The role also supports regional workforce planning and reporting needs by providing meaningful workforce data, identifying trends, and partnering with leaders to drive informed business decisions.

As part of Liberty Lift’s HR operating model, this role has regional ownership and defined decision authority, enabling independent handling of routine HR matters while escalating higher-risk or complex issues in accordance with established guidelines.

Role and Scope Alignment

• Serve as the first-line HR support for field operations, owning day-to-day employee relations, policy interpretation, and workforce issues
• Operate with defined decision authority, independently managing routine matters while escalating higher-risk or complex issues as appropriate
• Partner with Corporate HR functions for specialized expertise, ensuring clear handoffs and alignment of responsibilities
• Act as a voice of the field by providing feedback on trends, risks, and opportunities to inform HR programs and practices

Key Responsibilities

Employment Law Compliance

• Ensure compliance with applicable federal, state, and local employment laws and regulations, including wage and hour requirements, anti-discrimination laws, harassment prevention requirements, leave administration, and workplace policies.
• Monitor changes in employment law and implement updates proactively
• Partner with leadership, Corporate HR, and legal on compliance issues and risk mitigation

Leaves of Absence and Accommodations

• Administer FMLA, state leave programs, workers’ compensation, and other applicable leave and disability programs.
• Manage employee accommodations in compliance with the ADA and applicable state laws.
• Maintain accurate documentation and ensure clear communication throughout leave and accommodation processes

Employee Relations

• Serve as the primary point of contact and own employee relations matters from intake through resolution, including conflict resolution, performance management, corrective action, investigations, documentation, and follow-up
• Partner with Corporate HR on complex or high-risk matters to ensure consistent and compliant outcomes
• Promote a safe, inclusive, and compliant work environment

Decision Authority & Escalation

• Exercise independent judgment in managing routine employee relations matters and policy interpretation within established guidelines
• Escalate complex, high-risk, or sensitive issues (e.g., terminations, legal exposure, senior leader matters) as appropriate
• Partner with Corporate HR on decisions involving compensation, benefits, organizational changes, or policy exceptions
• Ensure alignment with company policies, legal requirements, and Delegation of Authority (DOA)

Employee Lifecycle Support

• Support recruiting, hiring, and onboarding in partnership with Corporate HR, ensuring effective execution in the field
• Coach leaders on performance management, documentation, and development conversations
• Coordinate offboarding activities, including resignations, involuntary separations, exit interviews, and final pay compliance

Service & Partnership Expectations

• Maintain regular presence in field locations to build relationships and understand operational needs
• Deliver timely, responsive, and practical, solution-oriented HR support
• Build credible, trust-based relationships with operations leaders
• Communicate clearly and professionally, ensuring consistent follow-through on open issues

Qualifications

Required

• 5+ years of progressive HR experience, including experience independently supporting a business unit, region, or distributed workforce with minimal oversight.
• Strong knowledge of federal employment laws and experience supporting multi-site field operations in a highly regulated environment.
• Ability to maintain confidentiality and exercise sound judgment
• Bachelor’s degree in HR, Business, or related field
• Experience supporting field-based or distributed workforces

Preferred

• HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP)
• Experience in oil & gas, energy, manufacturing, or construction

Core Competencies