Manager, HR Business Partner

ABOUT NEXTDECADE CORPORATION

Next Decadeis 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.

Next Decade’s common stock is listed on the Nasdaq Stock Market under the symbol “NEXT.”Next Decadeis headquartered in Houston, Texas. For more information, please visit

Next Decade 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.

• 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.

• 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.

• 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…