ABOUT NEXTDECADE CORPORATION
NextDecade is committed to providing the world access to reliable, lower-carbon energy. We are focused on delivering secure and cost-effective energy through the safe and efficient development and operation of natural gas liquefaction capacity at Rio Grande LNG. Through our subsidiaries, we are developing and constructing the Rio Grande LNG natural gas liquefaction and export facility near Brownsville, Texas, with approximately 48 MTPA of potential liquefaction capacity currently under construction or in development, sufficient space at the site for up to 10 liquefaction trains, and a potential carbon capture and storage project. NextDecade’s common stock is listed on the Nasdaq Stock Market under the symbol “NEXT.” NextDecade is headquartered in Houston, Texas. For more information, please visit www.next-decade.com.
SUMMARY OF THE ROLE
NextDecade is seeking an experienced and highly motivated Manager, HR Business Partner to support assigned corporate functions and enable business outcomes through effective staffing, talent management, and manager support. This role partners with leaders and people managers to execute workforce plans, support hiring and internal mobility, strengthen manager capability, and implement scalable talent practices across the employee lifecycle. The ideal candidate is a trusted advisor with strong business acumen, sound judgment, and the ability to translate data and insights into practical people recommendations in a fast‑paced, growing environment.
The position will be based in Houston, TX and will report to the Sr. Director, HRBP.
KEY RESPONSIBILITIES
Strategic Business Partnering
- Serve as the day-to-day HR partner for assigned corporate client groups, building trusted relationships with leaders and providing consultative guidance aligned to business priorities and established HR direction.
- Support the implementation, maintenance, and communication of HR policies, procedures, and guidelines for assigned client groups; partner with the Sr. Director, HRBP, Legal, and Compliance as needed to ensure alignment with applicable laws and Company standards.
- Support the delivery of communications, manager toolkits, and training materials to reinforce policy rollouts and promote understanding and adoption within assigned client groups.
- Partner with Talent Acquisition, Total Rewards, HR Operations, Learning & Development to deliver consistent, scalable programs and excellent employee experience.
- Leverage Workday to support organizational changes, maintain position and reporting structures, and ensure data accuracy for assigned client groups.
Staffing & Talent Management
- Support staffing for assigned corporate functions in partnership with Talent Acquisition and hiring managers, including workforce planning input, intake, job leveling support, role scoping, and selection process coordination.
- Drive effective hiring and internal mobility by coaching interviewers, ensuring equitable and compliant processes, and enabling timely, high‑quality decisions.
- Support talent management cycles for assigned client groups (goal setting, performance calibration, talent reviews, succession planning), using data and judgment to identify risks, opportunities, and recommended actions.
- Support on development planning, leadership capability building, and retention strategies; support high‑potential identification and career pathing for critical roles.
- Use Workday dashboards and reports to monitor headcount, turnover, talent movement, and other workforce metrics, and translate insights into recommendations for leaders.
Employee Relations, Performance & Change Management
- Provide day‑to‑day coaching to leaders and employees on performance management, feedback, conflict resolution, corrective action, and policy interpretation.
- Manage routine employee relations matters and investigations, including fact-finding, documentation, and recommendations, while escalating sensitive, complex, or high-risk issues to the Sr. Director, HRBP and partnering with Legal as appropriate.
- Support organizational change efforts for assigned client groups (e.g., reorganizations, leader transitions, process changes), partnering with stakeholders to drive adoption and minimize disruption in alignment with broader HR direction.
- Use people analytics and insights (e.g., turnover, engagement, hiring metrics) to identify trends, diagnose root causes, and recommend actions that improve retention, performance, and culture.
- Collaborate with cross‑functional teams to implement and continuously improve HR programs and processes while ensuring compliance with legal requirements and company policies.
- Drive engagement and culture initiatives by partnering with leaders on communication plans, team effectiveness, and leader routines that strengthen alignment and accountability.
- Partner with HR Operations and managers to support Workday transactions and processes, including job changes, transfers, reorganizations, and data updates, while reinforcing process discipline and data integrity.
REQUIREMENTS
Education
- Bachelor’s degree in Human Resources, Business Administration, Organizational Management, or a related field.
Experience
- Minimum of 8 years of progressive Human Resources experience, including HR business partnering support for corporate/white‑collar client groups.
- Demonstrated strength in staffing (workforce planning, hiring manager intake, selection, and closing) and talent management (performance cycles, talent reviews, succession, development planning).
- Experience partnering with HR Centers of Excellence (Talent Acquisition, Total Rewards, HR Operations) and navigating ambiguity in a growing organization.
Employee Relations
- Demonstrated experience managing employee relations matters, including investigations, conflict resolution, and corrective action processes.
- Strong working knowledge of employment law as it relates to workplace conduct, performance management, and risk mitigation.
- Ability to handle sensitive information and materials with the highest level of confidentiality and professionalism.
HR Knowledge & Compliance
- Strong understanding of federal and state employment laws, labor and employee relations, and HR policies and practices.
- Ability to exercise sound judgment, attention to detail, and strong analytical and problem‑solving skills.
Technical Skills
- Strong proficiency in Microsoft Office Suite.
- Hands-on experience with Workday or a comparable HRIS, including use of core employee data, job and organizational changes, reporting, and dashboard functionality.
Leadership & Interpersonal Skills
- Ability to build trust and foster strong relationships at all levels of the organization.
- Demonstrated strategic thinking, influence skills, and the ability to advise leaders effectively.
- Excellent interpersonal and communication skills, both verbal and written.
- Strong conflict‑management and decision‑making capabilities.
Preferred Qualifications:
- HR certification (PHR, SPHR, SHRM‑CP, SHRM‑SCP).
- Experience supporting fast‑growing corporate organizations, including scaling processes for hiring, onboarding, and talent management.
- Strong people analytics capability (e.g., dashboards, trend analysis) and advanced Excel skills (pivot tables, XLOOKUP/VLOOKUP).
- Advanced Workday proficiency, including experience with reporting, dashboards, position management, organizational structures, and supporting manager self-service and HR transactions.
- Bilingual (English/Spanish) is a plus.
Work Environment & Physical Demands
- The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to support individuals with ADA‑recognized disabilities to perform the essential functions for the job.
- Primarily operates in an office environment with routine use of standard office equipment (computer, phone, printer/copier).
- May require occasional travel to other Company locations for meetings, onboarding, or key business events.
- Must be able to sit or stand for extended periods and work at a computer for a full shift.
- Occasional lifting of materials up to 15 lbs. (e.g., laptop, files) may be required.
Work Environment
This position operates in a professional office environment with occasional work within or outside of a complex construction environment. This role routinely uses standard office equipment such as computers, phones, photocopiers/fax, filing cabinets, etc.This is primarily a sedentary role; however, the incumbent must be able to stand and/or sit continuously to perform all essential job functions for a full shift.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to support individuals with ADA-recognized disabilities to perform the essential functions for the job.
· Ability to lift up to 20 lbs. as required in order to lift files, boxes and office equipment as necessary.
· Ability to lift files, open filing cabinets and bending, standing on a stool, or climbing as necessary to perform these functions.
· While performing the duties of this role, the incumbent may be required to talk or hear.
· The incumbent is required to stand, walk, use hands to handle or feel; and reach with hands and arms.
· Ability to move throughout all areas of each office/site location and facilities.
· Able to wear all necessary PPE equipment to perform job functions.
If you require accommodations during the application or interview process, please contact Human Resources at [email protected].
Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
*In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.
NEXTDECADE VALUES
· Safety – We make safety a priority. Everything we do relies on the safety of our people and the communities around us.
· Integrity – We do the right thing, and are open, ethical, and fair. We hold ourselves to the highest standards in all that we do.
· Honesty – We value truth and honesty in ourselves and others. We honor our commitments and take responsibility for our actions.
· Respect – We listen, and respect people, the environment, and the communities in which we live and work.
· Transparency – Transparency builds trust. We promote open communication with our people, our customers, and all our stakeholders.
· Diversity – We value diversity of experiences and thoughts. It takes people with different strengths and backgrounds to make our company succeed.
NextDecade provides equal employment opportunities (EEO) to all applicants without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. NextDecade complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.