POSITION SUMMARY
The Vice President of Human Resources serves as the senior Human Resources leader for Tallgrass and is responsible for advancing the people capabilities, leadership practices, and workforce strategies that support the company's business objectives and long-term success.
Reporting to the Senior Vice President of Enterprise Operations & Strategy, this role oversees all aspects of the Human Resources function, including talent acquisition, total rewards, employee relations, workforce planning, talent management, leadership development, HR operations, compliance, and HR technology.
Success in this role requires strong business acumen, sound judgment, operational discipline, and the ability to translate business priorities into practical people strategies. The ideal candidate understands that Human Resources plays a critical role in helping leaders build high-performing teams, strengthen organizational capability, and position the company for future growth.
The ideal candidate is an accomplished Human Resources executive who has successfully helped organizations grow, scale, and strengthen their people capabilities through periods of change and evolution. They are energized by building, including creating clarity, structure, and scalable solutions that help leaders and employees succeed. They bring the judgment that comes from experience, the curiosity to continuously improve, and the humility to build upon existing strengths while creating new capabilities where needed.
This individual approaches challenges with a practical mindset, balancing business objectives, employee experience, organizational culture, operational realities, and risk to help leaders make thoughtful decisions. They are a strong relationship builder who earns credibility through responsiveness, sound judgment, and results. They are comfortable operating in environments where priorities evolve, ambiguity exists, and progress requires balancing competing needs and perspectives.
Human Resources Leadership & Strategy
- Refine and execute a multi-year Human Resources strategy that supports the company's business objectives, workforce needs, and growth priorities.
- Lead all aspects of the Human Resources function, including talent acquisition, total rewards, employee relations, compliance, workforce planning, talent management, leadership development, HR operations, and HR technology.
- Develop and lead a high-performing HR leadership team focused on service, accountability, collaboration, and continuous improvement.
- Establish clear priorities, operating rhythms, performance expectations, and measures of success across the HR organization.
- Ensure HR resources, programs, and investments remain aligned with business priorities and organizational needs.
Manage the HR function's operating budget, ensuring disciplined allocation of resources aligned with business priorities.
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Talent Acquisition, Workforce Planning & Talent Management
- Strengthen talent acquisition capabilities to ensure Tallgrass can attract and retain the talent required to support business growth and emerging opportunities.
- Partner with leaders to improve workforce planning, talent forecasting, and organizational design practices.
- Lead the development and implementation of talent management strategies that support attraction, development, retention, and succession.
- Establish a workforce capability strategy that identifies critical skill needs and ensures the organization develops the technical, professional, and functional capabilities required to support safe operations and future growth.
- Advance leadership development, talent review, succession planning, and career development practices across the organization.
Support the continued development of a strong internal leadership pipeline.
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HR Operations, Technology & Workforce Analytics
- Lead the continued evolution of HR systems, processes, and technology platforms.
- Strengthen workforce data governance, reporting, and analytics capabilities.
- Improve the quality, accessibility, and reliability of workforce information to support business decision-making.
- Develop meaningful workforce metrics and insights that help leaders manage their organizations more effectively.
Create scalable, efficient, and user-friendly HR processes that improve both employee and leader experiences.
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Total Rewards
- Oversee the company's total rewards strategy, including base compensation, incentive programs, benefits, and recognition, ensuring programs are competitive, equitable, financially sustainable, and aligned with business objectives.
- Ensure executive compensation practices are competitive, aligned with company performance objectives, and compliant with applicable regulatory requirements.
Support the development of executive compensation recommendations, analyses, and materials for senior leadership and Board review.
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Organizational Capability & Change Leadership
- Support leaders in building effective organizations, teams, and leadership practices.
- Provide strategic guidance regarding organizational structure, workforce planning, and team effectiveness.
- Partner with leaders to support organizational growth, change initiatives, and business transformation efforts.
- Ensure Human Resources strategies, policies, and practices actively support the company's commitment to safe operations and the wellbeing of employees.
- Help ensure the organization has the leadership capability, talent strategies, and workforce readiness necessary to achieve its objectives.
Contribute to enterprise initiatives requiring change management, leadership alignment, and workforce planning support.
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Employee Relations, Compliance & Business Partnership
- Provide leadership and oversight for complex employee relations matters, investigations, and workplace issues.
- Ensure compliance with applicable federal, state, and local employment laws and regulations.
- Assess workforce-related risks and provide balanced recommendations that consider legal, operational, cultural, and business implications.
- Develop policies and practices that provide consistency while allowing leaders to exercise sound business judgment.
- Build strong relationships across the organization and serve as a trusted advisor to leaders navigating complex workforce and organizational decisions.
- Promote a culture of safety, accountability, operational excellence, and continuous improvement.
Education
Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field.
Experience
- Fifteen (15) or more years of progressive Human Resources leadership experience.
- Ten (10) or more years leading significant Human Resources functions, teams, or organizations.
- Experience leading Human Resources within a complex, multi-state organization.
- Demonstrated success strengthening, scaling, or modernizing Human Resources functions, systems, and operating practices.
- Experience supporting organizational growth, workforce planning, organizational design, and change initiatives.
- Strong understanding of employment law, employee relations, compensation, talent management, HR technology, and HR operations.
Experience partnering with executive and senior leadership teams on strategic workforce matters.
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Preferred Qualifications
- Previous experience as a Vice President of Human Resources, Chief Human Resources Officer, Head of Human Resources, or equivalent senior HR leader.
- Experience within energy, infrastructure, industrial, engineering, construction, manufacturing, logistics, utilities, or similarly operational environments.
- Experience implementing enterprise HR technology platforms and workforce analytics capabilities.
Master's degree in a related field.
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Working Conditions:
- This is primarily an office environment with some travel to field locations, including outdoor facilities in remote locations.
- Travel is required and is anticipated 20% of the time.
- May be required to work non-traditional hours as needed.
- Required to carry a cell phone and be available to respond during working and non-working hours.
The successful candidate will be required to clear a drug screen and complete a background check after an offer has been extended and prior to employment.
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Supervisory Responsibility:
Yes
Other responsibilities:
The above statements describe the general nature and level of work being performed. This position may perform other duties as assigned.
Compensation:
The salary range for this role is $250,000 - $315,000/yr.
