HR Business Partner

Job Title: HR Business Partner Department: Human Resources FLSA Status: Exempt (Full-Time) Reports to: Culture & Employee Experience Manager

Pinnacle Propane provides propane fuel and related equipment to residential, commercial, and wholesale customers, including the sale and lease of propane storage tanks.

Why Join Pinnacle Propane? At Pinnacle Propane, we pride ourselves on delivering safety, reliability, and exceptional customer service. Our commitment to innovation and sustainability positions us as a trusted partner for residential, commercial, and industrial propane solutions. Join us in making a difference in our community by providing top-notch propane services that power homes and businesses. We value our employees and offer a comprehensive benefits package to support your well-being and work-life balance. When you join our team, you'll enjoy:

• Great Benefits: Including medical, vision, dental insurances, amongst others.
• Life Insurance: Financial protection for you and your family.
• Community Volunteering Day: A paid day off to give back to the community and make a difference.
• Paid Time Off: Generous PTO and company holidays to relax, recharge, and spend time with loved ones.
• Retirement Savings Plan: Employer contributions to help you save for the future.

Position Summary The HR Business Partner is the dedicated HR partner for a six-state territory covering Arkansas, Missouri, Oklahoma, Kansas, Louisiana, and Illinois, supporting 32 service centers and a trusted advisor to Territory Directors, operations managers, and frontline leaders. This role partners with the business to develop strong leaders, reduce employee turnover, resolve people matters, and build a workplace where employees are safe, engaged, and set up to succeed. This is a hands-on, individual contributor role for a confident, adaptable leader who tailors their approach to each person and location, from technicians to senior leaders. The HRBP is proactive by nature: they anticipate needs, spot issues early, and bring solutions, not just problems. They coach with candor and care, act decisively when situations call for it, and manage the full scope of HR for the territory, from strategic guidance to day-to-day administration, with meaningful time spent in the field. Key Areas of Ownership

• Reducing employee turnover across the territory, sharing responsibility with local managers for recruitment and onboarding so the right people are hired and set up to succeed
• The territory people plan: workforce, talent, and engagement priorities aligned with each Territory Director’s business goals
• Employee relations for the territory, including investigations, findings, and recommendations
• HR review of corrective action, terminations, and separations within the territory
• Performance, talent review, and merit cycles for the territory
• Consistent application of HR policies and employment law compliance across Arkansas, Missouri, Oklahoma, Kansas, Louisiana, and Illinois

Key Areas of Responsibility Proactive Business Partnership

• Help establish HR practices and leadership relationships for a newly formed territory, building consistency across six states from the ground up
• Build strong working relationships with territory leaders and bring a people perspective into business planning, staffing, and organizational changes
• Use workforce data (headcount, turnover, hiring, engagement, and safety trends) to identify risks early and recommend practical action before issues escalate
• Lead the people side of change, so leaders and employees understand the why and the how

Leadership Coaching

• Coach managers and supervisors on leading their teams, difficult conversations, performance management, and accountability
• Adapt coaching style to each leader’s experience, personality, and location, building capability rather than dependence on HR
• Identify development needs and partner with HR and Operations on leadership training and succession for critical roles

Employee Relations & Culture

• Conduct fair, thorough, and well-documented investigations and guide leaders to sound, consistent decisions
• Be visible in the field through regular site visits, listening sessions, and skip-levels to understand what employees experience
• Champion a culture of safety, respect, and engagement, partnering with Safety and Operations on workers’ compensation, return-to-work, leave, and accommodation matters

Recruitment, Onboarding & Retention

• Share responsibility with local managers for recruitment, from defining role needs and sourcing candidates through interviews and hiring decisions, partnering with Talent Acquisition on hard-to-fill roles
• Share responsibility with local managers for onboarding, so new hires are welcomed, trained, and supported through their first year
• Track turnover by location, identify the causes, and partner with managers on action plans to improve retention
• Advise on compensation decisions within guidelines, including offers and promotions, in partnership with Compensation & Benefits

HR Operations & Administration

• Manage HR administration for the territory, including employee data, documentation, personnel files, and reporting
• Partner with corporate HR teams (Payroll, Benefits, Talent Acquisition, Compensation) to resolve issues and improve processes

What Success Looks Like

• Territory leaders see the HRBP as a trusted advisor and bring them in early, not after issues escalate
• Issues are anticipated and addressed before they grow, with solutions already in hand
• Managers handle day-to-day people matters with growing confidence and consistency
• Employee relations matters are resolved promptly, fairly, and with documentation that holds up
• Employee turnover trends down across territory locations, especially within the first year of employment
• HR practices, records, and compliance are consistent and audit-ready across the territory

Who You Are

• A confident leader who earns credibility quickly and holds a position with respect
• Proactive: you look ahead, see what’s coming, and act before you’re asked
• Adaptable: you read people and situations and adjust your approach to each leader, team, and location
• Candid and empathetic: you give direct feedback with care, and employees trust you to be fair
• Hands-on and business-minded: you’re as comfortable in a service center yard as in a leadership meeting
• Self-directed and organized across multiple locations and priorities

Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and experience
• 5+ years of progressive HR experience, including at least 2 years in an HR Business Partner or similar advisory role, with hands-on experience in recruitment, onboarding, and employee relations
• Experience coaching leaders and handling employee relations and investigations
• Experience supporting multi-site, field-based, or frontline workforces
• Working knowledge of federal and state employment law (e.g., FMLA, ADA, FLSA, Title VII), including Arkansas, Missouri, Oklahoma, Kansas, Louisiana, and Illinois requirements or the ability to learn them quickly
• Ability to travel up to 50% within the territory, including overnight travel; valid driver’s license and a driving record that meets Company standards
• SHRM-CP/SCP or PHR/SPHR preferred
• Experience in propane, energy, transportation, utilities, or other DOT-regulated environments preferred
• Experience with Workday, ADP, and Microsoft Office, especially Excel; comfort using AI-enabled tools

Safety Responsibilities Demonstrates a personal commitment to safety by following all Company safety policies, procedures, and regulatory requirements. Partners with Safety and Operations leadership on workers’ compensation, return-to-work, and safety-related employee relations matters, and promotes a culture where safety comes first. Work Environment Little Rock, Bentonville, or Kansas City This role is based in Little Rock, Arkansas; Bentonville, Arkansas; or Kansas City. Each location provides access to operations across the territory and to a regional airport for longer trips: Clinton National Airport (LIT) in Little Rock, Northwest Arkansas National Airport (XNA) near Bentonville, and Kansas City International Airport (MCI). Travel This is a field-first role. A meaningful portion of time is spent on-site at service centers across Arkansas, Missouri, Oklahoma, Kansas, Louisiana, and Illinois, including overnight travel. Travel is by ground and air depending on distance, and expenses are reimbursed in line with the Company’s Travel and Expense Policy. Some travel may be needed on short notice for time-sensitive matters. When not traveling, the role follows the Company’s Hybrid Working Policy in effect at the time; days worked at a service center or job site count as in-office days. Field and business needs take priority, and travel is scheduled around them rather than around remote days. Physical Conditions Work takes place in offices, service centers, yards, and outdoor settings. Site-required safety gear may be needed at certain locations. Requires the ability to drive for extended periods and to sit, stand, and walk for extended periods. Disclaimer This job description outlines the general nature and level of work performed by employees assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, or qualifications required. Responsibilities may be modified based on business needs and organizational requirements. Reasonable accommodations may be provided to enable qualified individuals with disabilities to perform the essential functions of the job, unless such accommodations would impose an undue hardship on the Company. I have read, understood, and acknowledge receipt of my job description as detailed, including the travel and work location expectations. I understand that this job description is subject to modification at any time based on business needs and organizational requirements. EEO Statement Pinnacle Propane, LLC is dedicated to employing and maintaining a diverse team. We take pride in being an Equal Opportunity Employer, ensuring decisions are made irrespective of race, color, ethnicity, national origin, sex, sexual orientation, gender identity, religion, age, disability, veteran status, genetic information, or any other characteristics safeguarded by state or federal law. Should you require an accommodation during the application process due to a disability, please email recruiting@pinnaclepropane.com.