People Operations Business Partner

The People Operations Business Partner (POBP) will serve as a trusted resource to leadership and employees, handling employee relations matters, leading investigations, and ensuring People Operations’ practices are compliant and align with Fervo’s mission, values, and growth trajectory. The POBP will partner closely with leadership to anticipate organizational needs, enhance employee experience, interpret workforce trends, and support change management. 

This role will play a key part in the People Operations team, which offers practical advice, innovative tools, and solutions to advance our company’s mission and support our employees’ experience, development, and well-being. The People Operations Business Partner reports to the Senior Director, People Operations. 

Responsibilities

Strategic Partnership 

• Consult with leaders on people strategy, organizational development, culture, rewards, and change management.
• Partner with People Operations’ centers of expertise to deliver solutions.
• Proactively assesses business needs and risk and develops recommendations, ensuring adequate planning to address anticipated future changes. 
• Participate in the planning and execution of People Operations and cross-functional initiatives. 

Manager Coaching & Organizational Support 

• Provide day-to-day coaching and guidance to leaders on performance management, employee development, and conflict resolution.
• Partner with leadership on organizational design, workforce capability assessments, and talent planning

Employee Relations & Compliance 

• Serve as the primary point of contact for employee relations issues, providing objective, confidential, and solutions-oriented guidance.
• Conduct thorough investigations into employee complaints, policy violations, and workplace disputes; document findings and recommend appropriate outcomes.
• Track and analyze ER metrics to identify trends, risks, and opportunities for proactive intervention.
• Maintain in-depth knowledge of federal, state, and local employment laws to ensure compliance and mitigate risk.
• Conduct exit interviews, identify themes, and recommend improvements to strengthen retention. 

Required Qualifications

• Bachelor’s degree in Human Resources Management, Business Administration, or related field; Master’s degree desirable. 
• 5+ years of Human Resources or People Operations experience, with at least 3+ years of employee relations experience. 
• Proven ability to coach leaders, influence decisions, and support change management. 
• Demonstrated ability to conduct complex, sensitive investigations with sound judgment and high discretion. 
• Excellent interpersonal, written, and verbal communication skills with the ability to work effectively across all organizational levels. 
• Comfort with ambiguity, the ability to adapt to change, and a desire to grow professionally by taking on new challenges. 
• A self-starter attitude and the ability to accomplish expected tasks under minimal supervision. 
• High work ethic, strong analytical thinking, and the ability to deliver practical, data-informed recommendations. 
• Ability to manage multiple priorities in a fast-paced environment while maintaining attention to detail. 
• Ability to handle confidential information with integrity, professionalism, and good judgment. 
• Strong knowledge of federal, state, and local employment laws and compliance requirements. 

Preferred Qualifications

• HR certifications (e.g., SHRM-CP/SCP, PHR/SPHR).
• Experience in high-growth organizations, energy, operations, or technical environments.
• Experience supporting field-based workforces or distributed operating environments.