Job description

Job Summary Experienced Human Resources professional who serves as a strategic HR Business Partner to assigned business units and departments. Aligns people strategy with business priorities by advising leaders on workforce planning, organizational effectiveness, talent, performance, employee experience, and complex employee relations matters. Partners across HR Centers of Excellence and HR Operations to deliver integrated, practical solutions that strengthen organizational capability, mobilize talent, and position HR as a trusted business advisor. Duties and Responsibilities Serves as a strategic HR advisor to assigned client groups, translating business priorities into practical people strategies and measurable actions. Builds and maintains proactive relationships with leaders through recurring talent and business check-ins; surfaces workforce risks, opportunities, and decisions early and often. Develops and maintains workforce plans with leaders, including critical roles, skills and capability needs, staffing priorities, succession risks, and mitigation actions. Advises leaders on organizational design, team structure, change management, and other organizational effectiveness priorities. Partners with leaders and Talent Management to strengthen talent reviews, succession planning, bench strength, internal mobility, and development of critical capabilities. Coaches managers through goal setting, performance feedback, calibration, development planning, and performance improvement; reinforces clear expectations, accountability, and meaningful documentation. Partners with Talent Acquisition and business leaders on strategic staffing, recruiting priorities, workforce needs, and candidate and new-hire experience; conducts or supports onboarding and follow-up check-ins as appropriate. Serves as a subject matter expert and provides effective guidance to managers and employees regarding applicable federal, state, and local employment laws and Continental Resources’ policies, practices, and procedures. Handles complex employee relations matters and conducts effective, thorough, fair, and objective investigations; recommends solutions that support trust, consistency, productivity, retention, and a positive employee experience. Uses employee listening, engagement, turnover, exit interview, performance, recruiting, and other people data to identify trends, tell a clear story, and recommend actions to leaders. Enters, maintains, and audits accurate data in Workday; promotes consistent processes, data quality, reporting, and responsible use of HR technology, AI, and workflow automation. Collaborates with Compensation & Benefits, Talent Acquisition, Talent Management, Training & Development, Payroll, HRIS, and other HR partners to deliver integrated solutions and a consistent employee experience. Supports the development of manager capability, continuous learning, employee engagement, inclusion, culture, wellbeing, and Employee Value Proposition initiatives within assigned client groups. Leads or co-leads strategic HR projects and initiatives that build organizational capability, mobilize talent, improve employee experience, and drive business value. Other duties as assigned. Skills and Competencies Demonstrated ability to consult with employees, managers, and senior leaders and to influence decisions without direct authority. Considerable experience advising leaders on workforce planning, organizational effectiveness, talent, performance and goal management, employee development, and employee relations. Strong business acumen and ability to connect people strategies to business priorities and outcomes. Strong verbal, written, facilitation, coaching, and presentation skills; communicates the why and creates clarity with no avoidable surprises. Strong analytical and problem-solving skills, including the ability to interpret people data, identify trends, and turn insights into action. Proven ability to prioritize and handle multiple competing priorities in a fast-paced, changing environment. Ability to exercise sound judgment, maintain confidentiality, manage risk, and provide practical, strategic HR support. Ensures accountability - Holding self and others accountable to meet commitments. Ability to apply change management, organizational design, talent mobility, succession, and skills-based workforce practices. Proficiency with Workday or comparable HRIS, reporting and analytics tools, and the ability to learn and apply HR technology, AI, and workflow automation responsibly. Instills trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity. Collaborates - Building partnerships and working collaboratively with others to meet shared objectives. Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses. Drives results - Consistently achieving results, even under tough circumstances. Action oriented - Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. Situational adaptability - Adapting approach and demeanor in real time to match the shifting demands of different situations. Optimizes work processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement and responsible use of technology and automation. Required Qualifications Bachelor’s degree from an accredited college or university. Minimum of eight (8) years of recent HR experience in progressively more complex HR generalist or business partner roles, including experience advising leaders on talent, performance, employee relations, and organizational effectiveness. An acceptable pre-employment background and drug test. Preferred Qualifications Human Resources certification (PHR/SPHR/SHRM-CP or SHRM-SCP) Experience with Workday HRIS. Previous experience in oil and gas, energy, or another operations-intensive industry. Physical Requirements and Working Conditions Requires prolonged sitting, some bending and stooping. Occasional lifting up to 25 pounds. Manual dexterity sufficient to operate a computer keyboard and calculator. Continental Resources, Inc. provides equal employment and affirmative action opportunities to applicants and employees without regard to race, color, religion, sex, age, sexual orientation, gender identity, national origin, protected veteran status, or disability.

Requirements

Must-haves

Duties and Responsibilities
Serves as a strategic HR advisor to assigned client groups, translating business priorities into practical people strategies and measurable actions.
Builds and maintains proactive relationships with leaders through recurring talent and business check-ins; surfaces workforce risks, opportunities, and decisions early and often.
Develops and maintains workforce plans with leaders, including critical roles, skills and capability needs, staffing priorities, succession risks, and mitigation actions.
Advises leaders on organizational design, team structure, change management, and other organizational effectiveness priorities.
Partners with leaders and Talent Management to strengthen talent reviews, succession planning, bench strength, internal mobility, and development of critical capabilities.
Coaches managers through goal setting, performance feedback, calibration, development planning, and performance improvement; reinforces clear expectations, accountability, and meaningful documentation.
Serves as a subject matter expert and provides effective guidance to managers and employees regarding applicable federal, state, and local employment laws and Continental Resources’ policies, practices, and procedures.
Uses employee listening, engagement, turnover, exit interview, performance, recruiting, and other people data to identify trends, tell a clear story, and recommend actions to leaders.
Enters, maintains, and audits accurate data in Workday; promotes consistent processes, data quality, reporting, and responsible use of HR technology, AI, and workflow automation.
Collaborates with Compensation & Benefits, Talent Acquisition, Talent Management, Training & Development, Payroll, HRIS, and other HR partners to deliver integrated solutions and a consistent employee experience.
Supports the development of manager capability, continuous learning, employee engagement, inclusion, culture, wellbeing, and Employee Value Proposition initiatives within assigned client groups.
Leads or co-leads strategic HR projects and initiatives that build organizational capability, mobilize talent, improve employee experience, and drive business value.
Other duties as assigned.
Skills and Competencies
Demonstrated ability to consult with employees, managers, and senior leaders and to influence decisions without direct authority.
Considerable experience advising leaders on workforce planning, organizational effectiveness, talent, performance and goal management, employee development, and employee relations.

Nice-to-haves

Human Resources certification (PHR/SPHR/SHRM-CP or SHRM-SCP)
Experience with Workday HRIS.
Previous experience in oil and gas, energy, or another operations-intensive industry.
Physical Requirements and Working Conditions
Requires prolonged sitting, some bending and stooping.
Occasional lifting up to 25 pounds.
Manual dexterity sufficient to operate a computer keyboard and calculator.

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

Platform: workday
Effort: long