Senior HR Manager

with description. - Responsibilities: we have list. - Requirements: we have list (education/experience). Could separate into Requirements and Qualifications? The instruction says use headings for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Skills. Actually they listed: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to decide which headings to use. We have content for Requirements (education/experience), Qualifications (maybe similar), Skills (desirable skills). Could split: Requirements = mandatory education/experience; Qualifications = maybe proven track record etc? But we can combine. However we need to avoid thin sections. Better to have: About the role (company overview + role purpose), Responsibilities (list), Requirements (education/experience + mandatory experience), Qualifications (maybe proven track record etc?), Skills (desirable skills). But we must ensure each heading has real specific content. Let's extract: About the role: Could include company description and why work for Rosenxt, plus location and role summary. That's substantive. Responsibilities: list from "What You Can Expect" plus earlier duties. Requirements: Education/Experience bullet points (Bachelor's degree, Master's plus certification plus, 10+ years experience, etc). Also maybe "Proven professional experience as an HR Business Partner in an international, technical environment." That's a requirement. Qualifications: Could include "Proven track record of partnering with senior leaders and managing a broad HR portfolio (talent, OD, employee relations, engagement, change)." plus "Strong knowledge of U.S. labour, tax and social security law and HR best practice; experience in Texas and multi-site environments is highly beneficial." plus "Flexibility for travel interstate and international (mainly Europe) on a periodic basis." plus "Has previously worked in the energy sector, ideally for a service provider." These are qualifications. Skills: Desirable Skills list. Benefits: list. Schedule: flexible work schedule (Friday half-days off), flexibility in working hours, occasional remote, primarily office-based. We must not include Pay. Now produce HTML: use

for each section heading. Use

• for lists. Use

  for prose. We need to ensure we don't include any boilerplate like cookie/navigation/legal/EEO etc. The posting didn't have those obviously. Now craft HTML. Start with maybe a

  for About the role: combine company overview and role summary. Let's write:

  About the role

  Rosenxt is a forward‑thinking technology group with 45 years of engineering excellence, delivering advanced technological services that safeguard critical infrastructure and optimize energy and industrial assets in demanding environments such as subsea, industrial, renewables, and water and energy supply. As part of the growing Houston, Texas team, the Senior HR Manager will support the local leadership team, help shape a high‑performance, people‑centric organization, and contribute to projects in water pipeline integrity, subsea and offshore operations, and upstream production optimization for the oil and gas industry.

  That seems good. Now Responsibilities:

  Responsibilities

  • Support a defined area within the Rosenxt Group and advise and coach managers and colleagues on all HR‑related matters.
  • Translate business priorities into effective people strategies and drive initiatives across the full HR lifecycle – workforce planning, talent management, engagement, change, and organizational development.
  • Identify required HR processes and services and ensure delivery in close collaboration with key stakeholders.
  • Implement the global strategy in alignment with company objectives.
  • Translate business and workforce plans into targeted HR initiatives and support implementation of global and local HR projects, systems, and process improvements.
  • Provide day‑to‑day support and act as a trusted advisor to managers on operational and strategic HR matters across the employee lifecycle, including complex employee relations cases, investigations, and conflict resolution, ensuring fair, compliant, and business‑oriented solutions.
  • Ensure HR is seen as a strategic partner to management, involved in decision‑making at an early stage.
  • Ensure effective management of key cyclical HR processes such as Performance Management, Talent Management, Career Development, and Compensation & Benefits projects in line with local and group guidelines.
  • Lead and coach managers on performance management, feedback, and development conversations, ensuring a consistent, growth‑oriented performance culture.
  • Act as a culture ambassador, role‑modeling company values and helping leaders build inclusive, diverse, and psychologically safe teams.
  • Drive employee engagement and retention by identifying key drivers, implementing targeted programs, and measuring impact.
  • Own and drive the local recruiting strategy by defining job ad profiles, advising on sourcing channels, ensuring a high‑quality candidate experience, monitoring recruiting funnels and time‑to‑fill, identifying bottlenecks, and strengthening hiring capabilities in collaboration with hiring managers and the global Talent Acquisition team.
  • Assess and anticipate HR‑related needs, communicate needs proactively within the HR team and business management.
  • Build a strong network across the HR function to deliver value‑added service to management and employees that reflects business objectives.
  • Identify and proactively deliver innovative HR solutions, services, and local guidelines for relevant business areas across locations in line with Company HR strategy.
  • Ensure compliance with federal, state, and local employment laws and internal policies, consulting with external/internal legal advisors as required.
  • Support and drive implementation of group and local HR projects, systems, procedures, or process improvements as required.
  • Provide active support and execution of individual HR measures and change‑management programs.
  • Ensure smooth payroll processing through an external service provider.
  Now Requirements:

  Requirements

  • Bachelor’s degree in Human Resources, Business Administration, Business Psychology, or a related field.
  • A Master’s degree and/or HR certification (e.g., SHRM‑CP / SHRM‑SCP / PHR / SPHR) is a plus.
  • 10+ years of progressive HR experience, with at least several years in an HR Business Partner or comparable strategic HR role.
  • Proven professional experience as an HR Business Partner in an international, technical environment.
  Now Qualifications:

  Qualifications

  • Proven track record of partnering with senior leaders and managing a broad HR portfolio (talent, organizational development, employee relations, engagement, and change).
  • Strong knowledge of U.S. labor, tax, and social security law and HR best practices; experience in Texas and multi‑site environments is highly beneficial.
  • Flexibility for interstate and international travel (mainly Europe) on a periodic basis.
  • Previous work in the energy sector, ideally for a service provider.
  Now Skills:

  Skills

  • Collaborative team‑player with strong social and intercultural competence.
  • Fast and independent decision‑making ability combined with a strong service orientation.
  • Strong sense of responsibility, commitment to quality,