Crescent is a differentiated U.S. energy company committed to delivering value through a disciplined, returns-driven growth through acquisition strategy and consistent return of capital. Our long-life, balanced portfolio combines stable cash flows from low-decline production with a deep, high-quality development inventory.
Crescent is a top three producer (by gross operated production) in the Eagle Ford basin. Crescent’s leadership is an experienced team of investment, financial and industry professionals that combines proven investment and operating expertise. For more than a decade, Crescent and our predecessors have executed on a consistent strategy focused on cash flow, risk management and returns. Through disciplined and accretive investments, we have successfully tripled the size of our company since going public in December 2021 while maintaining a strong balance sheet.
The
HR Director is a hands-on, strategic leader who partners closely with business leaders to drive Crescent Energy’s people strategy during a period of significant growth and change. This role leads HR operations, builds scalable HR processes, and supports a high-performance, safety-focused culture. The HR Director plays a key role in shaping the company’s HR structure and operating model. This role provides a unique opportunity for an HR professional to put their own fingerprints on HR structure, processes, and operating model as the company continues to grow/scale.
Key Responsibilities
HR Business Partnership
- Act as a strategic business advisor to executive leadership, leading enterprise-wide human resources operations, organizational integration, recruitment strategy, employee communications, and workforce planning during a period of rapid growth and transformation.
- Translate business needs into scalable HR infrastructure that supports both corporate and field operations.
- Support leaders through growth, change, and integration initiatives; with experience leading the HR integration during M&A and Divestitures.
- Lead HR generalists, recruiting team, and key vendor relationships
HR Operations & Compliance
- Oversee day-to-day HR operations including employee relations, HRIS, onboarding/offboarding, and compliance
- Develop and implement HR processes, workflows, and operational standards to support organizational growth and business objectives.
- Drive operational excellence through process improvement, automation, and implementation of scalable HR infrastructure and tools.
- Monitor HR metrics and workforce analytics to identify trends, improve decision-making, and support business strategy.
- Partner with Operations and HSE to reinforce a strong safety and compliance culture
- Manage required workforce reporting and regulatory filings, including EEO, affirmative action, and other labor-related reporting obligations.
People Processes
- Lead annual HR programs, including performance management, compensation cycles, talent reviews, succession planning, and employee engagement initiatives
- Partner with leadership to support organizational design, workforce planning, restructuring, and integration activities.
- Ensure high-quality, consistent, and timely execution of all people processes
Employee Relations & Leadership Support
- Handle complex employee relations matters and internal investigations
- Participate in crisis management and business continuity efforts related to workforce, operational, or reputational events.
- Coach leaders through organizational change, team effectiveness challenges, and employee communication strategies to support business continuity and employee experience.
- Support leadership development and high-potential talent programs
Organizational Development & Change
- Support organizational design, change management, and workforce planning
- Monitor organizational health metrics and drive improvement initiatives
- Lead HR aspects of M&A and integration activities
- Develop communication strategies and change readiness plans to support successful adoption of new programs, structures, systems, and business initiatives.
Qualifications
Required
- Bachelor’s degree in HR, Business, or related field
- 8+ years of progressive HR experience, including 3+ years in leadership
- Strong experience as an HR business partner in operational environments
- Deep knowledge of HR operations, employment law, and people processes
- Strong communication, leadership, and change management skills
- Experience in Mergers and Acquisitions & organizational design
Preferred
- Experience in Workday
- Experience with Internal or External communication
- Energy, oil & gas, or manufacturing, experience
- Master’s degree or HR certifications (SHRM, PHR/SPHR)
- Experience supporting field or multi-site operations
Core Competencies
- Business and financial acumen
- Strategic mindset with operational discipline
- Strong influence and collaboration skills
- Leadership coaching and talent development
- Resilience in fast-paced, evolving environments
- Commitment to performance, integrity, inclusion, and safety
Crescent Energy is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, gender/pregnancy, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status or any other legally protected status. Crescent Energy is also committed to compliance with all fair employment practices regarding citizenship and immigration status. If you require accommodation to complete the application process, please let us know by contacting recruitment@crescentenergyco.com.
