Senior HR Business Partner

Join our growing team and discover why Summit Utilities, Inc. continues to earn national and regional recognition as an employer of choice. Our recognitions include Best Places to Work in Maine (2019–2025);
Best Places to Work in Arkansas (2020, 2023, 2025);
Best Places to Work in Oklahoma (2022–2025);
Best Places to Work in Missouri (2023 and 2026);
Best Places to Work in Colorado (2025);
Forbes America’s Best Small Employers (2023); and, most recently, Proud and Purposeful Employer (2026).

Summit is a growing natural gas utility providing safe, reliable, and clean burning natural gas service to homes and businesses in Arkansas, Colorado, Maine, Missouri, Oklahoma, and Texas. Being part of the Summit team means embracing excellence and innovation, committing to safety each and every day, and doing all that we can to serve each other, our customers, and the communities where we live.

We aim to bring warmth and energy to everything we do.

We have an exciting opportunity for a Senior Human Resources Business Partner (SGL
18). This hybrid position can be based in one of our Arkansas offices (Little Rock, Fort Smith, Fayetteville, or Maumelle).

The Senior Human Resources Business Partner (Senior HRBP) is a strategic advisor and relationship owner for assigned leaders, departments, and service lines. The Senior HRBP operates with a business ownership mindset, developing a deep understanding of the business and connecting people strategies to operational priorities. This role independently assesses complex situations, identifies workforce and culture trends, coaches leaders, facilitates solutions, and provides sound, well-supported recommendations.

The Senior HRBP owns the employee experience across the full lifecycle while leveraging HR partner groups and Legal as appropriate. The role remains accountable for coordination, follow‑through, and business outcomes.

• Serve as the primary trusted HR advisor to leaders for assigned business units, developing a thorough understanding of operations, workforce needs, talent risks, culture, and business priorities.
• Advise and coach leaders on workforce planning, performance management, employee engagement, retention, succession planning, and organizational change.
• Independently manage complex employee relations matters, including investigations, conflict resolution, corrective actions, and separations; document findings, develop recommendations, and elevate when appropriate.
• Partner with leaders on organizational design, talent development, and employee lifecycle activities. Guide people decisions related to hiring needs, selection, onboarding, development, offer considerations, and separation.
• Collaborate with Compensation, Benefits, Talent Acquisition, Payroll, Learning & Development, HRIS, Legal, and other HR partner groups to deliver integrated solutions while maintaining ownership of the business relationship, coordination, communication, and follow‑through.
• Use workforce data and employee feedback to identify risks and trends, recommend improvements, and support leader and employee development initiatives.
• Apply employment laws and company policies consistently, protect confidential information, and manage competing priorities.
• Perform additional duties as assigned.

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education, training, and progressively increasing professional experience demonstrating the knowledge and skills required for the role.
• Minimum of five (5) years of progressive, client‑facing Human Resources Business Partner or comparable HR generalist experience required.
• Demonstrated experience…