HR Business Partner

Position Overview

Fermi America is developing Project Matador, one of the most ambitious energy and digital infrastructure programs in U.S. history. The project combines multi-gigawatt power generation, advanced nuclear technologies, battery energy storage systems, transmission infrastructure, and next-generation data center development to support America's growing energy and AI computing demands.

The Human Resources Business Partner plays a critical role in supporting the workforce that will bring Project Matador to life. This position provides broad HR support across talent acquisition, onboarding, employee relations, benefits administration, compliance, HR systems, and employee engagement initiatives. The individual will serve as a trusted resource for employees and managers while helping establish scalable HR processes that support rapid organizational growth.

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Key Responsibilities

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Talent Acquisition & Workforce Planning

• Support recruitment activities including job postings, candidate screening, interview scheduling, offer administration, and pre-employment processes.
• Partner with hiring managers to identify staffing needs and support workforce planning initiatives.
• Coordinate candidate communications and ensure an exceptional candidate experience throughout the hiring process.
• Support recruiting efforts for technical, professional, skilled trades, and corporate roles.
• Maintain accurate applicant tracking and recruiting metrics.
• Assist with employer branding initiatives and recruiting events.

Onboarding & Employee Experience

• Coordinate onboarding activities to ensure a seamless transition for new hires.
• Conduct new hire orientation programs and ensure completion of required employment documentation.
• Partner with department leaders to support employee integration and engagement.
• Assist with employee recognition programs and company events.
• Support initiatives focused on employee retention and workplace culture.

Employee Relations

• Serve as a primary point of contact for employee questions regarding HR programs, policies, and procedures.
• Support managers with employee relations matters, performance concerns, coaching discussions, and corrective action processes.
• Assist in investigating workplace concerns while maintaining confidentiality and professionalism.
• Promote a positive, inclusive, and high-performance work environment.
• Document employee relations matters in accordance with company policies and legal requirements.

HR Operations & Administration

• Maintain employee records and ensure data integrity within the HRIS.
• Process employee status changes including promotions, transfers, compensation adjustments, and separations.
• Generate reports and workforce analytics to support leadership decision-making.
• Manage HR documentation, personnel files, and records retention practices.
• Assist with HR process improvement initiatives that enhance efficiency and employee experience.

Benefits & Leave Administration

• Support administration of employee benefits programs, including health, dental, vision, retirement, and wellness offerings.
• Assist employees with benefits enrollment and benefit-related inquiries.
• Coordinate leave of absence administration and documentation.
• Support annual open enrollment planning and employee communications.
• Partner with vendors and brokers to resolve employee benefits issues.

Compliance & Policy Administration

• Ensure compliance with federal, state, and local employment laws and regulations.
• Assist with internal audits, reporting requirements, and employment-related recordkeeping.
• Support the development, implementation, and communication of HR policies and procedures.
• Maintain compliance with applicable labor laws, EEO regulations, and workplace policies.
• Coordinate compliance-related training and employee communications.

Learning, Development & Engagement

• Assist with training coordination and employee development initiatives.
• Support performance management programs and annual review processes.
• Coordinate employee engagement surveys and action planning activities.
• Participate in organizational development and succession planning initiatives.
• Identify opportunities to improve programs that