Senior HR Business Partner

Headquartered in Houston, Texas, Summit Midstream Corporation (NYSE: SMC) is a value-driven corporation focused on developing, owning and operating midstream energy infrastructure assets that are strategically located in unconventional resource basins, primarily shale formations, in the continental United States.

We currently operate natural gas, crude oil and produced water gathering systems in four unconventional resource basins:

• the Williston Basin in North Dakota, which includes the Bakken and Three Forks shale formations;
• the Denver-Julesburg Basin, which includes the Niobrara and Codell shale formations in Colorado and Wyoming;
• the Fort Worth Basin in Texas, which includes the Barnett Shale formation; and
• the Piceance Basin in Colorado, which includes the liquids-rich Mesaverde formation as well as the emerging Mancos and Niobrara Shale formations.

Our systems and the basins they serve are as follows:

• the Polar & Divide system, which serves the Williston Basin;
• the DFW Midstream system, which serves the Fort Worth Basin;
• the Grand River system, which serves the Piceance Basin; and
• the Niobrara G&P system, which serves the DJ Basin.

SMC has an equity investment in and operates Double E Pipeline, LLC, which is natural gas transmission infrastructure that provides transportation service from multiple receipt points in the Delaware Basin to various delivery points in and around the Waha Hub in Texas.

We generate a substantial majority of our revenue under primarily long-term and fee-based gathering agreements with our customers. The majority of our gathering agreements are underpinned by areas of mutual interest (“AMIs”) and minimum volume commitments (“MVCs”). Our AMIs provide that any production drilled by our customers within the AMIs will be shipped on our gathering systems. The MVCs are designed to ensure that we will generate a minimum amount of gathering revenue over the life of each respective gathering agreement. The fee-based nature of the majority of the gathering agreements enhances the stability of our cash flows and limits our direct commodity price exposure.

Since our formation in 2009, our management team has established a track record of executing this strategy through the acquisition and subsequent development of DFW Midstream, Grand River, Polar & Divide, Niobrara G&P, and Double E Pipeline.

Summit Midstream is proudly committed to recruiting and retaining a diverse and inclusive workforce. As an Equal Opportunity Employer, we do not discriminate based on race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical condition), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

Relocation: No Relocation assistance provided.

Work schedule: hybrid schedule (office/remote)

Work Sponsorship: Summit Midstream will only employ those who are legally authorized to work in the United States. Any offer of employment is contingent upon the Company receiving satisfactory results from a pre-employment drug screening, a criminal background check, and reference checks and your satisfaction of all other applicable fitness for duty requirements.

Summary

The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor and trusted partner to business leaders, driving organizational performance through effective people strategies. This role partners closely with the Vice President of Human Resources and senior leadership teams across corporate and field functions to align HR initiatives with business objectives. The Sr. HRBP provides expert guidance in areas such as talent management, employee relations, and change management, and fostering a culture of engagement, inclusion, and accountability.

Principle Duties and Responsibilities

Strategic Partnership

• Serve as a thought partner to leaders, contributing to business strategy by developing and executing people plans that drive performance and organizational growth.
• Influence decision-making with data-driven insights and recommendations related to workforce planning, talent, and organizational effectiveness.
• Partner with leadership to identify capability gaps, succession needs, and talent pipeline priorities.

Employee Relations & Culture

• Lead complex employee relations matters, ensuring fair and consistent application of company policies and employment law.
• Coach leaders on effective performance management, employee engagement, and retention strategies.
• Champion initiatives that strengthen organizational culture, engagement, and employee experience.

Talent Management & Development

• Partner with Talent Acquisition and Total Rewards teams to design and implement strategies that attract, develop, and retain high-performing talent.
• Facilitate leadership development programs, succession planning, and high-potential talent initiatives.
• Provide guidance on career progression, organizational design, and workforce planning.

HR Operations & Compliance

• Oversee HR processes across the employee life cycle, ensuring compliance with federal, state, and local regulations.
• Utilize HR metrics and analytics to assess trends, identify risks, and propose proactive solutions.
• Lead HR components of mergers, acquisitions, and integration activities as needed.

Leadership & Collaboration

• Drive change management efforts to support organizational transformation and growth.
• Represent HR as a key member of cross-functional business teams.

Education and Experience

• Education: Bachelor’s degree in human resources, Business or other related discipline OR equivalent combination of experience and education required
• Experience: 7-10 years of progressive HR experience required
• Technical Skills: Proficiency in HRIS platforms and Microsoft Office Suite (Word, Excel, PowerPoint); experience with HR analytics preferred.
• Travel: Up to 30% travel

Knowledge Skills and Abilities

• Exceptional interpersonal and communication skills with the ability to influence at all levels.
• Demonstrated success managing complex employee relations issues.
• High level of professionalism, discretion, and integrity.
• Strong analytical, problem-solving, and decision-making abilities.
• Adaptable, collaborative, and proactive approach to change.

Physical Demands and Working Conditions

• Will work primarily in an office environment

Summit Midstream offers a comprehensive benefits package including:

• Company Paid Holidays
• Discretionary Performance Bonus
• Medical Insurance
• Dental Insurance
• Vision Insurance
• Employer supplemented Health Savings Account
• Flexible Benefit Plan
• Basic Term Life Insurance
• Voluntary Term Life and AD&D Insurance
• Employer Short & Long-Term Disability Insurance
• Employee Assistance Plan (EAP)
• Hospital Indemnity, Critical Illness and Accident Insurance
• Wellness Incentive Program
• 5% Retirement Plan Match

Notice

Summit Midstream Corporation will not pay a fee of any kind to any third party agency without a valid Summit Midstream Corporation’ Master Service Agreement (MSA) authorized and signed by Human Resources. Any resume, application or other form of candidate submission to any employee of Summit Midstream Corporation, without a valid MSA on file, will be considered property of Summit Midstream Corporation and no fee will be paid.

Are you ready to join a fast-paced, growth oriented midstream company, then apply today!

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***No phone calls or email, please.***

No Agency Calls and /or submissions will be accepted