Human Resource Business Partner
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading. We need to include sections only when posting has real specific content. We have content for: About OPAL Fuels (company description) maybe treat as "About the role"? Actually "About OPAL Fuels" is company overview, not role. Could be "About the role" but we have Position Summary. We could make sections: About the role (maybe combine Position Summary and Role Structure and Coverage Model). Responsibilities (Duties and Responsibilities). Qualifications and Skills (Qualifications and Skills). Benefits (Benefits). Pay (Pay). Work Hours and Arrangements (Schedule). Also maybe "Success Measures" but not in list of headings; we could omit or include as part of Responsibilities? The instruction says prefer a few substantive sections over many thin ones. We could include sections: About the role, Responsibilities, Qualifications, Benefits, Pay, Schedule. Ensure we don't create empty sections.
We must preserve all substantive information, not invent or summarize away detail. Must not include boilerplate like EEO, equal-opportunity, scam-warning, navigation, cookie, legal, application instructions. Also remove duplicated lines.
We need to output only HTML fragment, no /, no markdown fences.
Let's extract content.
About OPAL Fuels: paragraph about OPAL Fuels. Keep.
Position Summary: paragraph describing HR Business Partner role.
Role Structure and Coverage Model: description of two HR Business Partners, coverage model.
Duties and Responsibilities: long list bullet points (actually sentences separated by line breaks). We need to convert to - . Each duty is a sentence; we can split by line breaks.
Qualifications and Skills: paragraph with bullet-like sentences separated by line breaks. We'll convert to list.
Success Measures: list of bullet points (starting with "Improved manager capability..." etc). Could be included under Responsibilities or as its own section? Since not in heading list, maybe we can incorporate into Responsibilities or Qualifications? But we should preserve all substantive information; we could add a section "Success Measures" but not in allowed headings list? The instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive; we could still use other headings? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect only those headings. So we should map content to those headings. Success Measures could be part of Responsibilities or maybe under Qualifications? Probably better to include under Responsibilities as they are outcomes. But we must preserve all info; we can include them as part of Responsibilities list.
Work Hours and Arrangements: includes schedule info; we can put under Schedule.
Physical requirements etc: maybe also under Schedule? But schedule heading is for work hours and arrangements. Physical requirements maybe not needed; but we could include under Schedule as extra detail? However schedule heading is for schedule; physical requirements maybe not schedule. Could we create a separate section? Not in list; maybe we can drop physical requirements as it's not essential? But instruction says preserve ALL substantive information. Physical requirements is substantive. Could we include under Schedule? Might be okay to add a
under Schedule about physical requirements. Or we could create a section "Requirements" (which is allowed) for physical requirements? Actually Requirements heading could be used for qualifications? But we already have Qualifications and Skills. Requirements could be for physical requirements? The examples list Requirements as a possible heading. So we could use Requirements for physical requirements and maybe also for qualifications? But we have Qualifications and Skills separate. Let's think: The posting includes "Qualifications and Skills:" and also "Physical requirements:" under Work Hours and Arrangements. So we could have a section "Requirements" for physical requirements. And keep Qualifications and Skills separate.
Thus sections: About the role (company overview + position summary + role structure?), Responsibilities (duties + success measures), Qualifications (education/experience etc), Skills (maybe combine with qualifications? But we have Qualifications and Skills heading; we could keep as one section "Qualifications and Skills". That's allowed. Requirements (physical requirements). Benefits. Pay. Schedule (work hours and arrangements). Let's ensure we don't duplicate.
Now extract content for each.
About the role: combine About OPAL Fuels paragraph, Position Summary paragraph, Role Structure and Coverage Model paragraph.
Let's copy them exactly.
About OPAL Fuels: "OPAL Fuels (Nasdaq: OPAL) is a leader in the capture and conversion of biogas into low carbon intensity RNG and renewable electricity. OPAL Fuels is also a leader in the marketing and distribution of RNG to heavy duty trucking and other hard to de-carbonize industrial sectors. For additional information, and to learn more about OPAL Fuels and how it is leading the effort to capture North America’s naturally occurring methane and decarbonize the economy, please visit www.opalfuels.com."
Position Summary: "The HR Business Partner is a hands-on HR advisor responsible for supporting people practices aligned with business priorities across OPAL Fuels’ renewable natural gas, fuel station services, and corporate functions. Based in White Plains, NY, this role reports to the Chief Human Resources Officer and partners with assigned business groups to support employee relations, workforce planning, performance management processes, HR compliance, onboarding, leave management, and culture-building in a fast-growing, safety-focused energy business."
Role Structure and Coverage Model: "We are hiring two HR Business Partners. One will will provide HR business partnership support to Operations and Corporate Functions which includes RNG Plant operations, Finance, Human Resources, Legal and Communications. The other will support Sales and Operations which includes Fuel Station Sales Team and Fuel Station Services and Construction teams. This coverage model requires close partnership with operational and corporate leaders and their teams."
Note there is a typo "One will will". We must preserve as is? Probably keep exactly; but we could correct? Instruction: preserve ALL substantive information; do NOT invent or summarize away detail. Typo is part of content; we should keep it as is.
Now Responsibilities: list of duties from "Duties and Responsibilities:" until before "Qualifications and Skills:" (or before "Qualifications and Skills:" heading). Let's extract each sentence.
I'll copy the block:
"Serve as a trusted HR partner to assigned business groups, translating operating needs into practical people solutions that support engagement, productivity, retention and organizational capability
Support workforce planning for assigned client groups, including headcount planning, talent risk identification, organizational needs assessment and capability-building activities
Partner with leaders on employee relations matters, performance improvement, investigations, policy interpretation and conflict resolution while promoting fairness, consistency and compliance
Support managers with effective communication, feedback, accountability, change adoption and employee development practices
Support annual and mid-year performance management processes, including goal setting, calibration, performance conversations and follow-through on development plans
Partner with Talent Acquisition to define hiring priorities, strengthen selection decisions and ensure onboarding plans create early impact for new hires
Administer onboarding and offboarding processes for talent across assigned client groups, ensuring a consistent employee experience, timely completion of required documentation and effective coordination with managers and HR partners
Administer all leave management processes, including workers’ compensation management, claim intake coordination, required documentation, follow-up with employees, managers and carriers, and coordination to support timely case resolution, compliance and return-to-work planning
Use HR metrics and business data to identify trends, assess organizational health and recommend actions related to turnover, staffing, engagement, absenteeism, productivity and capability gaps
Collaborate with HR colleagues on compensation, benefits, learning and development, talent acquisition and policy deployment
Provide back up coverage for all areas of HR including payroll administration
Champion OPAL Fuels’ culture, values, safety mindset and commitment to execution across geographically dispersed field, operational and corporate teams
Support change initiatives related to growth, process improvement, restructuring, integration, technology adoption and business transformation"
Then after that there is "Success Measures:" list. We'll include those as responsibilities as well.
Success Measures block:
"Improved manager capability within assigned client groups
Reduced avoidable turnover and stronger retention of critical talent
Timely resolution of employee relations matters with consistent application of policy and sound judgment
Improved workforce planning discipline and succession visibility
Higher engagement, stronger communication and clearer accountability across supported groups
Measurable progress against business-specific HR priorities and operating goals"
We'll add these as list items.
Now Qualifications and Skills: block after "Qualifications and Skills:" until before "Critical Competencies". Actually there is a section "Critical Competencies" after Qualifications and Skills. The instruction says we can have sections like Qualifications, Skills. We have Qualifications and Skills combined; we could keep that as one section and maybe omit Critical Competencies? But we need to preserve all substantive information. Critical Competencies list is also substantive. Could we include them under Qualifications and Skills as well? Or we could create a separate section "Skills" for Critical Competencies. Since we have both Qualifications and Skills headings allowed, we could split: Qualifications (education/experience) and Skills (critical competencies). Let's do that.
Thus:
Qualifications: Bachelor’s degree ... master’s degree or HR certification preferred; 7+ years ... etc. We'll list as bullet points.
Skills: Critical Competencies list.
Let's extract Qualifications block:
"Bachelor’s degree in Human Resources, Business Administration, Organizational Development or a related field required; master’s degree or HR certification preferred
7+ years of progressive HR experience, including HR business partner experience supporting operational, field-based or multi-site employee populations
Demonstrated experience supporting workforce planning, employee relations, organizational effectiveness and change management activities
Strong working knowledge of employment law, HR policies, performance management, investigations and employee relations best practices
Experience supporting industrial, energy, construction, logistics, field service, manufacturing or infrastructure-related workforces preferred
Preferred experience in both large multinational corporations and small start-up enterprises, with broad exposure across HR responsibilities including payroll, compensation, benefits, talent acquisition, learning and development, and HR systems implementation
Ability to travel as needed to support assigned business groups, field locations and HR priorities"
Now Critical Competencies block:
"Strategic thinking with practical execution discipline
Business acumen and ability to understand operational drivers
High judgment, discretion and credibility with employees and managers
Strong coaching, influencing and conflict-resolution skills in a business partnership context
Analytical mindset with the ability to convert HR data into action
Comfort working in a fast-paced, growing and geographically dispersed environment
Commitment to safety, compliance, inclusion and continuous improvement
Flexible, resilient and open to jump in and help in all areas of HR when needed"
Now Requirements (physical requirements) from Work Hours and Arrangements section after "Physical requirements:" until before "Job Type:"? Let's extract.
Work Hours and Arrangements block:
"Work Hours and Arrangements: This position operates Monday–Friday during standard business hours. This role is expected to work on site at least 3 days per week. This requirement may change based on business needs. Physical requirements: The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Work is performed in an office environment and requires the ability to operate standard office equipment and keyboards. Position requires substantial movements of the wrists, hands, and/or fingers as necessary. Employee is required to perform activities such as preparing and analyzing data and figures; transcribing; viewing a computer terminal, and extensive reading. Must be able to remain in a stationary position for an extended period. Job Type: Full-time"
We need Schedule section: work hours and arrangements (Monday-Friday, onsite 3 days/week). Physical requirements could go under Requirements section.
Thus Requirements section: physical requirements paragraph.
Now
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive; we could still use other headings? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect only those headings. So we should map content to those headings. Success Measures could be part of Responsibilities or maybe under Qualifications? Probably better to include under Responsibilities as they are outcomes. But we must preserve all info; we can include them as part of Responsibilities list.
Work Hours and Arrangements: includes schedule info; we can put under Schedule.
Physical requirements etc: maybe also under Schedule? But schedule heading is for work hours and arrangements. Physical requirements maybe not needed; but we could include under Schedule as extra detail? However schedule heading is for schedule; physical requirements maybe not schedule. Could we create a separate section? Not in list; maybe we can drop physical requirements as it's not essential? But instruction says preserve ALL substantive information. Physical requirements is substantive. Could we include under Schedule? Might be okay to add a
under Schedule about physical requirements. Or we could create a section "Requirements" (which is allowed) for physical requirements? Actually Requirements heading could be used for qualifications? But we already have Qualifications and Skills. Requirements could be for physical requirements? The examples list Requirements as a possible heading. So we could use Requirements for physical requirements and maybe also for qualifications? But we have Qualifications and Skills separate. Let's think: The posting includes "Qualifications and Skills:" and also "Physical requirements:" under Work Hours and Arrangements. So we could have a section "Requirements" for physical requirements. And keep Qualifications and Skills separate. Thus sections: About the role (company overview + position summary + role structure?), Responsibilities (duties + success measures), Qualifications (education/experience etc), Skills (maybe combine with qualifications? But we have Qualifications and Skills heading; we could keep as one section "Qualifications and Skills". That's allowed. Requirements (physical requirements). Benefits. Pay. Schedule (work hours and arrangements). Let's ensure we don't duplicate. Now extract content for each. About the role: combine About OPAL Fuels paragraph, Position Summary paragraph, Role Structure and Coverage Model paragraph. Let's copy them exactly. About OPAL Fuels: "OPAL Fuels (Nasdaq: OPAL) is a leader in the capture and conversion of biogas into low carbon intensity RNG and renewable electricity. OPAL Fuels is also a leader in the marketing and distribution of RNG to heavy duty trucking and other hard to de-carbonize industrial sectors. For additional information, and to learn more about OPAL Fuels and how it is leading the effort to capture North America’s naturally occurring methane and decarbonize the economy, please visit www.opalfuels.com." Position Summary: "The HR Business Partner is a hands-on HR advisor responsible for supporting people practices aligned with business priorities across OPAL Fuels’ renewable natural gas, fuel station services, and corporate functions. Based in White Plains, NY, this role reports to the Chief Human Resources Officer and partners with assigned business groups to support employee relations, workforce planning, performance management processes, HR compliance, onboarding, leave management, and culture-building in a fast-growing, safety-focused energy business." Role Structure and Coverage Model: "We are hiring two HR Business Partners. One will will provide HR business partnership support to Operations and Corporate Functions which includes RNG Plant operations, Finance, Human Resources, Legal and Communications. The other will support Sales and Operations which includes Fuel Station Sales Team and Fuel Station Services and Construction teams. This coverage model requires close partnership with operational and corporate leaders and their teams." Note there is a typo "One will will". We must preserve as is? Probably keep exactly; but we could correct? Instruction: preserve ALL substantive information; do NOT invent or summarize away detail. Typo is part of content; we should keep it as is. Now Responsibilities: list of duties from "Duties and Responsibilities:" until before "Qualifications and Skills:" (or before "Qualifications and Skills:" heading). Let's extract each sentence. I'll copy the block: "Serve as a trusted HR partner to assigned business groups, translating operating needs into practical people solutions that support engagement, productivity, retention and organizational capability Support workforce planning for assigned client groups, including headcount planning, talent risk identification, organizational needs assessment and capability-building activities Partner with leaders on employee relations matters, performance improvement, investigations, policy interpretation and conflict resolution while promoting fairness, consistency and compliance Support managers with effective communication, feedback, accountability, change adoption and employee development practices Support annual and mid-year performance management processes, including goal setting, calibration, performance conversations and follow-through on development plans Partner with Talent Acquisition to define hiring priorities, strengthen selection decisions and ensure onboarding plans create early impact for new hires Administer onboarding and offboarding processes for talent across assigned client groups, ensuring a consistent employee experience, timely completion of required documentation and effective coordination with managers and HR partners Administer all leave management processes, including workers’ compensation management, claim intake coordination, required documentation, follow-up with employees, managers and carriers, and coordination to support timely case resolution, compliance and return-to-work planning Use HR metrics and business data to identify trends, assess organizational health and recommend actions related to turnover, staffing, engagement, absenteeism, productivity and capability gaps Collaborate with HR colleagues on compensation, benefits, learning and development, talent acquisition and policy deployment Provide back up coverage for all areas of HR including payroll administration Champion OPAL Fuels’ culture, values, safety mindset and commitment to execution across geographically dispersed field, operational and corporate teams Support change initiatives related to growth, process improvement, restructuring, integration, technology adoption and business transformation" Then after that there is "Success Measures:" list. We'll include those as responsibilities as well. Success Measures block: "Improved manager capability within assigned client groups Reduced avoidable turnover and stronger retention of critical talent Timely resolution of employee relations matters with consistent application of policy and sound judgment Improved workforce planning discipline and succession visibility Higher engagement, stronger communication and clearer accountability across supported groups Measurable progress against business-specific HR priorities and operating goals" We'll add these as list items. Now Qualifications and Skills: block after "Qualifications and Skills:" until before "Critical Competencies". Actually there is a section "Critical Competencies" after Qualifications and Skills. The instruction says we can have sections like Qualifications, Skills. We have Qualifications and Skills combined; we could keep that as one section and maybe omit Critical Competencies? But we need to preserve all substantive information. Critical Competencies list is also substantive. Could we include them under Qualifications and Skills as well? Or we could create a separate section "Skills" for Critical Competencies. Since we have both Qualifications and Skills headings allowed, we could split: Qualifications (education/experience) and Skills (critical competencies). Let's do that. Thus: Qualifications: Bachelor’s degree ... master’s degree or HR certification preferred; 7+ years ... etc. We'll list as bullet points. Skills: Critical Competencies list. Let's extract Qualifications block: "Bachelor’s degree in Human Resources, Business Administration, Organizational Development or a related field required; master’s degree or HR certification preferred 7+ years of progressive HR experience, including HR business partner experience supporting operational, field-based or multi-site employee populations Demonstrated experience supporting workforce planning, employee relations, organizational effectiveness and change management activities Strong working knowledge of employment law, HR policies, performance management, investigations and employee relations best practices Experience supporting industrial, energy, construction, logistics, field service, manufacturing or infrastructure-related workforces preferred Preferred experience in both large multinational corporations and small start-up enterprises, with broad exposure across HR responsibilities including payroll, compensation, benefits, talent acquisition, learning and development, and HR systems implementation Ability to travel as needed to support assigned business groups, field locations and HR priorities" Now Critical Competencies block: "Strategic thinking with practical execution discipline Business acumen and ability to understand operational drivers High judgment, discretion and credibility with employees and managers Strong coaching, influencing and conflict-resolution skills in a business partnership context Analytical mindset with the ability to convert HR data into action Comfort working in a fast-paced, growing and geographically dispersed environment Commitment to safety, compliance, inclusion and continuous improvement Flexible, resilient and open to jump in and help in all areas of HR when needed" Now Requirements (physical requirements) from Work Hours and Arrangements section after "Physical requirements:" until before "Job Type:"? Let's extract. Work Hours and Arrangements block: "Work Hours and Arrangements: This position operates Monday–Friday during standard business hours. This role is expected to work on site at least 3 days per week. This requirement may change based on business needs. Physical requirements: The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Work is performed in an office environment and requires the ability to operate standard office equipment and keyboards. Position requires substantial movements of the wrists, hands, and/or fingers as necessary. Employee is required to perform activities such as preparing and analyzing data and figures; transcribing; viewing a computer terminal, and extensive reading. Must be able to remain in a stationary position for an extended period. Job Type: Full-time" We need Schedule section: work hours and arrangements (Monday-Friday, onsite 3 days/week). Physical requirements could go under Requirements section. Thus Requirements section: physical requirements paragraph. Now