Senior HR Business Partner

Join our growing team and discover why Summit Utilities, Inc. continues to earn national and regional recognition as an employer of choice. Our recognitions include Best Places to Work in Maine (2019–2025); Best Places to Work in Arkansas (2020, 2023, 2025); Best Places to Work in Oklahoma (2022–2025); Best Places to Work in Missouri (2023 and 2026); Best Places to Work in Colorado (2025); Forbes America’s Best Small Employers (2023); and, most recently, Proud and Purposeful Employer (2026).

Summit is a growing natural gas utility providing safe, reliable, and clean burning natural gas service to homes and businesses in Arkansas, Colorado, Maine, Missouri, Oklahoma, and Texas. Being part of the Summit team means embracing excellence and innovation, committing to safety each and every day, and doing all that we can to serve each other, our customers, and the communities where we live. We aim to bring warmth and energy to everything we do.

We have an exciting opportunity for a Senior Human Resources Business Partner (SGL18). This hybrid position can be based in one of our Arkansas offices (Little Rock, Fort Smith, Fayetteville, or Maumelle).

POSITION SUMMARY
The Senior Human Resources Business Partner (Senior HRBP) is a strategic advisor and relationship owner for assigned leaders, departments, and service lines. The Senior HRBP operates with a business ownership mindset, developing a deep understanding of the business and connecting people strategies to operational priorities. This role independently assesses complex situations, identifies workforce and culture trends, coaches leaders, facilitates solutions, and provides sound, well-supported recommendations. The Senior HRBP owns the employee experience across the full lifecycle while leveraging HR partner groups and Legal as appropriate. The role remains accountable for coordination, follow-through, and business outcomes.

PRIMARY DUTIES AND RESPONSIBILITIES

• Serve as the primary trusted HR advisor to leaders for assigned business units, developing a thorough understanding of operations, workforce needs, talent risks, culture, and business priorities.
• Advise and coach leaders on workforce planning, performance management, employee engagement, retention, succession planning, and organizational change.
• Independently manage complex employee relations matters, including investigations, conflict resolution, corrective actions, and separations; document findings, develop recommendations, and escalate when appropriate.
• Partner with leaders on organizational design, talent development, and employee lifecycle activities. Guide people decisions related to hiring needs, selection, onboarding, development, offer considerations, and separation.
• Collaborate with Compensation, Benefits, Talent Acquisition, Payroll, Learning & Development, HRIS, Legal, and other HR partner groups to deliver integrated solutions while maintaining ownership of the business relationship, coordination, communication, and follow-through.
• Use workforce data and employee feedback to identify risks and trends, recommend improvements, and support leader and employee development initiatives.
• Apply employment laws and company policies consistently, protect confidential information, and manage competing priorities.
• Perform additional duties as assigned.

EDUCATION AND EXPERIENCE

KNOWLEDGE, SKILLS, AND ABILITIES

• Strong business acumen with the ability to understand operational priorities, connect people decisions to business outcomes, and anticipate downstream organizational impacts.
• Comprehensive knowledge of employee relations, employment law, investigations, performance management, talent management, workforce planning, and HR compliance.
• Sound judgment, discretion, accountability, and a proactive, solutions-oriented approach to complex or ambiguous situations.
• Advanced employee relations, conflict resolution, mediation, coaching, facilitation, and consultation skills.
• Ability to conduct workplace investigations, assess risk, prepare defensible documentation, and develop practical recommendations.
• Strong relationship-building and influencing skills, with the ability to establish credibility and effectively partner with employees, leaders, and executives.
• Demonstrated analytical skills, including the ability to interpret workforce data, identify trends, and translate insights into actionable solutions.
• Effective collaboration skills with a commitment to delivering integrated solutions and a positive stakeholder experience.
• Excellent verbal, written, presentation, and active-listening skills, including the ability to communicate sensitive or complex information with professionalism and clarity.
• Meticulous attention to detail, accuracy, documentation, timeliness, and follow-through.
• Commitment to psychological safety, respectful dialogue, continuous learning, and thoughtful consideration of differing perspectives.

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and/or skills required of all personnel so classified.

Summit offers competitive pay and medical/dental/vision and other benefits that provide flexibility, choice, and support to our employees when they need it most. We understand that home and family are essential pieces of your life, and our benefits are designed to support you both at work and at home.

Summit Utilities, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or protected veteran status and will not be discriminated against on the basis of disability or veteran status.