Human Resource Business Partner
$120k - $140k/yr+ Bonus for eligible positions
Senior
Bachelor's, Master's, Certification
White Plains, NY, USA
HybridOn-site at least three days per week; may change based on business needs.
People & HRHR Generalist & Employee Relations
About the job
Requirements
- A bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field is required; a master's degree or HR certification is preferred.
- At least 7 years of progressive HR experience, including HR business partner experience supporting operational, field-based, or multi-site employee populations.
- Demonstrated experience supporting workforce planning, employee relations, organizational effectiveness, and change management activities.
- Strong working knowledge of employment law, HR policies, performance management, investigations, and employee relations best practices.
- Ability to travel as needed to support assigned business groups, field locations, and HR priorities.
- Strategic thinking with practical execution discipline.
- Business acumen and ability to understand operational drivers.
- High judgment, discretion, and credibility with employees and managers.
- Strong coaching, influencing, and conflict-resolution skills in a business partnership context.
- Analytical mindset with the ability to convert HR data into action.
- Comfort working in a fast-paced, growing, and geographically dispersed environment.
- Commitment to safety, compliance, inclusion, and continuous improvement.
- Flexibility, resilience, and willingness to help across all areas of HR as needed.
- Ability to operate standard office equipment and keyboards, perform substantial wrist, hand, and finger movements, prepare and analyze data and figures, transcribe, view a computer terminal, read extensively, and remain stationary for extended periods. Reasonable accommodation may be made for employees with disabilities.
Responsibilities
- Serve as a trusted HR partner to assigned business groups, translating operating needs into practical people solutions that support engagement, productivity, retention, and organizational capability.
- Support workforce planning for assigned client groups, including headcount planning, talent risk identification, organizational needs assessment, and capability-building activities.
- Partner with leaders on employee relations matters, performance improvement, investigations, policy interpretation, and conflict resolution while promoting fairness, consistency, and compliance.
- Support managers with effective communication, feedback, accountability, change adoption, and employee development practices.
- Support annual and mid-year performance management processes, including goal setting, calibration, performance conversations, and follow-through on development plans.
- Partner with Talent Acquisition to define hiring priorities, strengthen selection decisions, and ensure onboarding plans create early impact for new hires.
- Administer onboarding and offboarding processes for talent across assigned client groups, ensuring a consistent employee experience, timely completion of required documentation, and effective coordination with managers and HR partners.
- Administer leave management processes, including workers' compensation management, claim intake coordination, required documentation, follow-up with employees, managers, and carriers, and coordination to support timely case resolution, compliance, and return-to-work planning.
- Use HR metrics and business data to identify trends, assess organizational health, and recommend actions related to turnover, staffing, engagement, absenteeism, productivity, and capability gaps.
- Collaborate with HR colleagues on compensation, benefits, learning and development, talent acquisition, and policy deployment.
- Provide backup coverage for all areas of HR, including payroll administration.
- Champion OPAL Fuels' culture, values, safety mindset, and commitment to execution across geographically dispersed field, operational, and corporate teams.
- Support change initiatives related to growth, process improvement, restructuring, integration, technology adoption, and business transformation.
Desired Qualifications
- Experience supporting industrial, energy, construction, logistics, field service, manufacturing, or infrastructure-related workforces.
- Experience in both large multinational corporations and small start-up enterprises, with broad exposure across HR responsibilities, including payroll, compensation, benefits, talent acquisition, learning and development, and HR systems implementation.
- Master's degree or HR certification.
About the company
OPAL Fuels produces and distributes renewable natural gas (RNG) sourced from waste streams, transforming methane emissions into a low-carbon fuel. Their RNG is used to power heavy-duty trucks and other industrial equipment, offering a cost-effective alternative to diesel. The company’s product pathway involves capturing methane at its source, purifying it into RNG, and selling it through a vertically integrated model that spans upstream production and downstream marketing. This integration helps minimize methane leaks and lowers costs, with RNG priced up to 50% less per gallon than diesel. OPAL Fuels differentiates itself by owning and coordinating the full energy value chain—from capture and purification to distribution—allowing scalable decarbonization for customers in transportation and industry. The goal is to reduce carbon emissions for clients and contribute to global efforts against climate change by expanding the use of low-carbon RNG.
Company Size
51-200
Company Stage
IPO
Headquarters
White Plains, New York
Founded
1998
Get referred to Opal Fuels
See people who can refer or advise you
Simplify's Take
What believers are saying
- Q2 2026 adjusted EBITDA rose 40% to $23.1 million on 45Z credits.
- OPAL kept 2026 guidance and expects over 2 million MMBtus online next year.
- CEO Adam Comora bought 50,000 shares on September 1, 2026, signaling conviction.
What critics are saying
- Ingenco sued OPAL on August 20, 2026 in Delaware patent litigation.
- Q2 2026 revenue missed estimates at $83.4 million, despite adjusted EBITDA growth.
- Debt-to-equity reached 10.89, leaving refinancing pressure if tax-credit monetization slips.
What makes Opal Fuels unique
- Vertically integrated RNG producer-marketer, spanning landfill capture, upgrading, and station dispensing.
- GFL joint ventures in Georgia and Alabama add 15 million GGEs annually.
- Opposite renewable-power peers, OPAL converts sites into RNG assets for recurring cash flows.
Help us improve and share your feedback! Did you find this helpful?
Benefits
- Health Insurance
- Dental Insurance
- Vision Insurance
- Life Insurance
- Disability Insurance
- 401(k) Retirement Plan
- 401(k) Company Match
- Tuition Reimbursement
- Referral Bonus
- Paid Holidays