HR Director, HRBP

At Greenbacker Capital, we're not just part of the green energy economy—we're helping lead it. United by a bold mission to build a more sustainable world, we fuel our purpose with impact by being both an independent power producer and a renewable energy investment manager. We acquire, operate, and invest in a growing portfolio of clean power facilities, energy efficiency projects, and other forward-looking energy transition solutions—all aimed at driving progress toward a net-zero future.  Our unique model connects investors seeking stable, long-term returns with climate-positive opportunities, while directly expanding clean energy access across the country.  

About the Opportunity 

We’re looking for an experienced, strategic, and passionate Senior HR Business Partner (Director level) to join our team and make an immediate impact. In this high-visibility role, you’ll work hand-in-hand with senior leadership as a trusted advisor, aligning people strategies with business priorities to unlock growth, performance, and innovation. 

If you're a seasoned HR professional who thrives in a fast-paced, mission-driven environment, and you're energized by the opportunity to influence organizational culture, champion employee engagement, and drive strategic change—this is your moment.   

This is a pivotal role in the HR organization that will report to the Chief People Officer. 

Location: Portland, ME or NYC.

Strategic HR Partnership 

• Serve as a strategic partner and advisor to leadership, providing guidance on workforce planning, organizational structure, employee relations, and team effectiveness. 

• Build relationships across all levels of the organization to support talent and culture initiatives. 

• Act as a liaison between employees and management to encourage open communication, resolve conflicts, and address workplace issues in a timely and effective manner. 

• Conduct employee check-ins and provide support during sensitive employee lifecycle moments (e.g., performance concerns, internal transitions). 
  

Talent Acquisition & Onboarding 

• Manage full-cycle recruitment efforts in collaboration with hiring managers; develop and refine job descriptions and oversee offer drafting aligned with internal equity and salary benchmarks. 

• Maintain strong relationships with external recruiters and job boards. 

• Ensure a seamless onboarding experience, including orientation, system set-up, and cultural integration. 

• Ensure accurate employee coding and setup in HRIS (e.g., ADP). 
  

Performance Management 

• Lead mid-year and year-end performance review cycles, including coordination of OKR-based goal setting and 360-degree feedback. 

• Coach managers on conducting effective evaluations and addressing performance concerns. 

• Manage the development and implementation of Performance Improvement Plans (PIPs), including collaboration with relevant HR team members. 
  

Compensation & Salary Management 

• Oversee the annual compensation planning process, including bonus communications and approvals. 

• Establish salary ranges for new and existing roles using internal equity and market data. 

• Partner with Payroll & Benefits team to ensure salary changes are processed accurately. 

• Support internal communication around commissions and variable compensation plans. 
  

Employee Engagement & Culture 

• Lead engagement initiatives in partnership with the Culture Committee, including survey development, analysis (e.g., via Culture Amp), and execution of follow-up action plans. 

• Collaborate with leadership to enhance company culture, morale, and retention through recognition programs and team-building initiatives. 

• Act as the HR liaison to the Culture Committee and support annual planning efforts. 
  

HR Policy & Compliance 

• Develop, update, and communicate HR policies and procedures in response to organizational needs and legal requirements. 

• Oversee immigration and visa coordination, including collaboration with external counsel and internal stakeholders. 

• Ensure compliance with internal policies, employment laws, and regulatory guidelines. 
  

Learning & Development 

• Coordinate and schedule internal training sessions in partnership with external vendors and internal leaders. 

• Identify and promote opportunities for employee growth, upskilling, and leadership development across departments. 
  

Headcount Planning & Data Management 

• Collaborate with FP&A on headcount forecasting and resource planning. 

• Track and maintain headcount reports to ensure alignment with budget and organizational strategy. 

• Oversee HR data accuracy, reporting, and analytics to support business decision-making. 

• Lead special projects such as contractor tracking and workforce composition reviews. 
  

Diversity, Equity & Inclusion (DEI) 

• Champion DEI efforts by managing related initiatives, including internship programs, partnerships with external organizations, and DEI-related training. 

• Provide HR support and tracking for DEI programs, including data collection and reporting. 
  

Employee Transitions & Offboarding 

• Ensure smooth transitions for employee exits, including coordinating exit interviews and offboarding documentation. 

• Partner with leadership on transition planning and team impact assessments. 

Qualifications & Skills 

• 10 years of progressive HR experience in a generalist or HRBP capacity, ideally supporting corporate or operational business functions. 

• Deep understanding of HR practices, employment laws, and compliance requirements. 

• Proven ability to manage and influence through strong business acumen and interpersonal relationships. 

• Demonstrated experience in performance management, talent acquisition, compensation planning, and employee engagement. 

• High emotional intelligence and the ability to navigate sensitive situations with discretion. 

• Proficiency with HR systems and applicant tracking systems (ADP, Workable, Culture Amp, PayFactors experience is a plus). 

• Strong data orientation with the ability to extract insights and support data-driven decisions. 

• Medical: 5 United Health Care Oxford options
• Dental: Guardian – two options
• Vision: Guardian / VSP – one option (100% employee paid)
• Life and AD&D: Short term and long-term disability (both 100% employer paid)
• Retirement/401(K): ADP/Voya with 50% match up to 6% of salary
• Other: Medical and dependent care / Health Savings Accounts, Pre-tax commuter benefits through Optum
• Time Off: 20 days paid time off, 7 sick days a year, 32 hours of VTO a year.
• Family Building: Coverage for infertility, adoption, surrogacy, and 16 weeks of family leave.