Opal Fuels

Produces and distributes renewable natural gas

Human Resource Business Partner

HR Generalist & Employee RelationsConfirmed live in the last 24 hours

Full-timeWhite Plains, NY, USA

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 and resilience, including willingness to assist across HR functions when needed.
Ability to operate standard office equipment and keyboards, prepare and analyze data and figures, transcribe, view a computer terminal, read extensively, and remain stationary for extended periods; reasonable accommodation may be made.

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.
Preferred 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.

About OPAL Fuels
OPAL Fuels (Nasdaq: OPAL) is a leader in the capture and conversion of biogas into low carbon intensity RNG and renewable electricity. OPAL Fuels is also a leader in the marketing and distribution of RNG to heavy duty trucking and other hard to de-carbonize industrial sectors. For additional information, and to learn more about OPAL Fuels and how it is leading the effort to capture North America’s naturally occurring methane and decarbonize the economy, please visit www.opalfuels.com.

Position Summary:
The HR Business Partner is a hands-on HR advisor responsible for supporting people practices aligned with business priorities across OPAL Fuels’ renewable natural gas, fuel station services, and corporate functions. Based in White Plains, NY, this role reports to the Chief Human Resources Officer and partners with assigned business groups to support employee relations, workforce planning, performance management processes, HR compliance, onboarding, leave management, and culture-building in a fast-growing, safety-focused energy business.

Role Structure and Coverage Model
We are hiring two HR Business Partners. One will will provide HR business partnership support to Operations and Corporate Functions which includes RNG Plant operations, Finance, Human Resources, Legal and Communications. The other will support Sales and Operations which includes Fuel Station Sales Team and Fuel Station Services and Construction teams. This coverage model requires close partnership with operational and corporate leaders and their teams.

Duties and 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 all 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 back up 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.

Qualifications and Skills:

Bachelor’s degree in Human Resources, Business Administration, Organizational Development or a related field required; master’s degree or HR certification preferred.
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.
Experience supporting industrial, energy, construction, logistics, field service, manufacturing or infrastructure-related workforces preferred.
Preferred 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.
Ability to travel as needed to support assigned business groups, field locations and HR priorities.

Critical Competencies

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
Flexible, resilient and open to jump in and help in all areas of HR when needed.

Success Measures

Improved manager capability within assigned client groups
Reduced avoidable turnover and stronger retention of critical talent
Timely resolution of employee relations matters with consistent application of policy and sound judgment
Improved workforce planning discipline and succession visibility
Higher engagement, stronger communication and clearer accountability across supported groups
Measurable progress against business-specific HR priorities and operating goals

Work Hours and Arrangements: This position operates Monday–Friday during standard business hours. This role is expected to work on site at least 3 days per week. This requirement may change based on business needs.

Physical requirements: The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Work is performed in an office environment and requires the ability to operate standard office equipment and keyboards. Position requires substantial movements of the wrists, hands, and/or fingers as necessary. Employee is required to perform activities such as preparing and analyzing data and figures; transcribing; viewing a computer terminal, and extensive reading. Must be able to remain in a stationary position for an extended period.

Job Type: Full-time

Pay: The range for this role is anticipated to be $120,000-$140,000 annually with bonus for eligible positions. Where a specific pay range is noted, it is a good faith estimate at the time of this posting. The actual salary offered will be based on experience, skills, qualifications, market / business considerations, and geographic location.

Benefits:

Health Insurance
Dental Insurance
Vision Insurance
Life Insurance
Short & Long Term Disability
401(k) plus Matching Contributions
Tuition Assistance
Referral Bonus
Generous Paid Time Off
Ten Paid Holidays

OPAL Fuels LLC is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law.

OPAL Fuels does not accept unsolicited resumes from third-party recruiters or agencies without a current signed agreement and written confirmation specifying the roles for which submissions are authorized. Any resumes submitted without an agreement and authorization will be considered the property of OPAL Fuels.

About the Company

Opal Fuels

Produces and distributes renewable natural gas

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, NY
Founded: 1998

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