Job Description

We’re seeking a Head of Human Resources who brings proactive, strategic, and people-first leadership to our HR function. This role is designed for a confident, grounded professional who balances calm in crisis with forward momentum in steady times—someone who thrives in structure, leads with empathy, and is always a step ahead in shaping best-in-class people practices.

Reporting to the Head of People Operations, you’ll play a key role in aligning daily operations with our long-term vision—supporting managers, mentoring the HR team, and bringing clarity and purpose to our HR processes. You’ll lead critical areas such as policy development, employment law compliance, audits, and employee relations, ensuring we remain strong and consistent across all foundational HR functions. At the same time, you’ll stay focused on high-level planning, organizational design, and compensation strategy, while enhancing internal programs like DEI and our Affinity Groups. You’ll also serve as a trusted advisor during complex employee issues and company-wide transitions.

You’ll work in close partnership with the Head of People Operations to build a cohesive People strategy—collaborating on cross-functional initiatives, developing scalable programs, and shaping the future of our employee experience. You'll also work alongside and in close coordination with our Head of Facilities and Business Operations and our Head of Marketing and Communications to ensure alignment across internal initiatives that impact the employee experience. In addition, you'll lead and support a team of six HR professionals, guiding their development and ensuring alignment with business needs and HR best practices.

This is a key cultural leadership role. You’ll be a visible presence across the company, building trust and cohesion while helping us deliver a premier employee experience every day.

Primary Responsibilities

Strategic People Leadership

• Partner with managers to guide performance conversations, team development, and leadership coaching
• Advance key goals and initiatives such as pay equity, performance management, and engagement actions
• Serve as the senior escalation point for complex employee and personnel matters
• Act as a culture leader across the company, building trust, consistency, and cohesion through inclusive, ethical HR practices

Compliance, Policy & Risk Oversight

• Own and maintain employee handbooks and HR policies, ensuring alignment with federal, state, and local regulations.
• Oversee compliance processes such as EEO-1 reporting, ADA, FMLA, workers’ compensation, and internal/external audits.
• Monitor employment legislation and proactively adapt HR practices to ensure full and timely compliance across all applicable jurisdictions.
• Lead or oversee internal investigations with discretion, consistency, and thorough documentation, partnering with legal counsel as needed.
• Identify compliance risks and implement preventative measures, including manager and employee training on HR policies and legal obligations.
• Ensure adherence to DEI-related compliance requirements, including anti-discrimination laws and affirmative action obligations, while fostering an inclusive workplace culture.
• Conduct regular pay equity analysis to identify and address compensation disparities, ensuring compliance with equal pay legislation and promoting fair compensation practices.

Crisis Management & Critical Incident Response

• Serve as a critical response leader in high-stakes or time-sensitive employee matters, including legal issues, workplace disruptions, or investigations
• Provide level-headed, discreet guidance during organizational change, restructuring, or unexpected events

Organizational Design

• Support company-wide organizational structure, role clarity, and team-level org design
• Lead compensation reviews, pay band creation, and internal equity analysis
• Ensure performance decisions are equitable, strategic, and well-communicated

Internal Program & Initiative Ownership

• Evolve internal initiatives including initiatives like DEI programming, mentorship, sponsorship, and wellness strategy
• Ensure integration of employee programs into broader business and HR operations
• Monitor initiative effectiveness and recommend improvements for increased impact

HR Systems, Analytics & Reporting

• Leverage HRIS and reporting systems to ensure data integrity, trend visibility, and compliance
• Provide dashboards and reports to support strategic planning, compliance audits, and leadership decisions

Team Organization & Management

• Directly supervise and support HR team members across functional areas
• Drive team clarity, collaboration, and accountability
• Facilitate professional development and team growth through mentorship and feedback

Qualifications

We’re looking for a proven senior-level human resources professional with broad and deep experience across the following areas:

• Strategic Planning: Experience collaborating, communicating, and tracking HR strategy, metrics, and board-level reporting
• Budgeting & Resource Planning: Experience managing the HR budget and resource and headcount planning
• Vendor & Partnership Management: Skilled in managing external partnerships—including legal counsel, brokers, HR tech providers, and consultants—to ensure quality, compliance, and cost efficiency.
• Employee Relations: Proven ability to manage and resolve complex employee issues, mediate conflicts, coach managers, and ensure fair, consistent, and legally sound outcomes across a variety of employee situations.
• Workers’ Compensation & Risk Management: Strong working knowledge of incident response protocols, reporting, and compliance requirements; experience collaborating with legal and safety partners when needed.
• Policy Management & Compliance: experience in federal, state, and local employment laws (FMLA, ADA, EEO, etc.) with a proactive approach to tracking legal updates and translating them into timely policy changes, manager guidance, and handbook updates.
• Employee Engagement & Culture Strategy: Experience measuring and improving employee experience and engagement, including evaluating and measuring the employee lifecycle in addition to use and analysis of engagement surveys and follow-through.
• Internal Investigations: Skilled in conducting or overseeing confidential and sensitive workplace investigations, including documentation, interviews, and post-investigation recommendations or follow-up.
• Team Leadership & Development: Experience directly managing HR professionals across functional areas (TA, L&D, Benefits, etc.), providing guidance, coaching, and oversight to help them deliver excellent support and grow in their roles.
• Initiative Ownership & Change Management: Demonstrated ability to drive forward company-wide HR initiatives (e.g., DEI, mentorship programs, engagement strategies), ensuring they are goal-aligned, cross-functional, and impactful.
• Partnering Across the Business: Comfortable working with executive leaders, legal counsel, finance, frontline managers, and team members alike—adapting communication style and building trust at all levels.
• HR Tech & Systems: Fluent in HRIS systems (ADP) and people analytics tools, demonstrated experience with reporting and dashboards
• Confidentiality & Judgment: Trusted to navigate confidential situations with integrity, empathy, and sound judgment
• Diversity, Equity, Inclusion, and Belonging (DEIB): Experience building programs, improving representation, and fostering belonging.
• Immigration & Work Authorization: Familiarity with U.S. immigration and work visa processes, including I-9 compliance, sponsorship policies, and coordination with legal counsel or immigration partners.
• Compensation Strategy & Pay Equity (preferred): Experience leading compensation benchmarking and internal pay equity analyses, collaborating with finance or executives on pay structures, and supporting equitable, transparent compensation decisions.
• Organizational Design & Development (preferred): Demonstrated success advising on org structures, job architecture, role clarity, and workforce planning to improve team effectiveness and long-term scalability.
• Experience working in a dynamic, evolving mid-sized hybrid corporate environment
• Proactive, goal-oriented mindset with the ability to move initiatives forward with urgency and clarity
• Calm, credible leadership during times of change, challenge, or uncertainty
• Demonstrated cultural leadership—building trust, equity, and cohesion through every touchpoint
• Comfort working in a lean, high-performance environment where adaptability, ownership, and teamwork are essential
• Excellent judgment and discretion in handling sensitive and high-impact matters
• Strong written and verbal communication skills, with the ability to influence and coach at all levels

Education & Credentials

• Bachelor’s degree in Human Resources, Business Administration, or related field required
• Professional certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP required
• 10+ years of demonstrated experience in Human Resources

At Apex Clean Energy, we believe that diverse perspectives drive innovation and success. We are committed to creating an inclusive environment where all individuals feel valued and empowered. We encourage applicants from all backgrounds to apply, even if you do not meet every qualification listed in the job description. Your unique experiences and skills could be the perfect fit for our team!

If you are passionate about renewable energy and want to join us in accelerating the shift to clean energy, we would love to hear from you. Please submit your application for our team’s review!

Additional Information

Work Environment
Primarily traditional office hours in an indoor office environment. Flexible work hours are allowed when work duties and business operations permit.

Hours/Type: Full Time, Exempt
Department : Human Resources

What Apex Can Offer You

• A mission-driven, energetic environment
• Collaborative and driven professional workforce committed to supporting your ideas and feedback and accelerating your potential
• Ongoing support and guidance such as on-the-job learning, hands-on experience, and mentorship
• Training, strategies, and tools to support your personal and professional growth
• Team atmosphere of diverse professionals committed to making an impact as an organization
• Opportunities to volunteer and give back to our local communities
• Exceptional benefits such as medical and dental; 401(k) with corporate match
• Base and bonus commensurate with experience
• Responsible Paid Time Off plus standard company holidays
• Benefits Offered: comprehensive high-deductible health plans, dental and vision insurance plans, short-term and long-term disability, group life insurance, 401(k) corporate matching, flexible spending arrangements, company paid parking and cell phone, fitness and wellness corporate discounts

At this time, Apex will not sponsor a new applicant for employment authorization for this position.

** Apex Clean Energy, Inc.** is an Equal Opportunity Employer that recruits and hires qualified candidates without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, ancestry, citizenship, disability, or veteran status.