Human Resources Business Partner

About Us

We are a full-scale electrical contracting company, providing preconstruction services through final- and post-project completion. For both new construction and renovation projects, we offer design-build/design-assist, value engineering, and CAD services, working with biotech, healthcare, commercial, transportation, and technology companies, as well as many government agencies.

Job Summary

The Human Resources Business Partner (HRBP) serves as a strategic and hands-on employee relations and compliance leader, supporting managers and employees across the organization. This role is designed for an experienced HR professional who can independently lead sensitive employee relations matters, investigations, administration, and regulatory compliance.

The HRBP will serve as a key partner to leadership while providing operational support and guidance to the HR Generalist.

Essential Duties & Responsibilities

Employee Relations & Investigations

• Serve as the primary point of contact for employee relations matters, including performance issues, misconduct, complaints, and policy violations.
• Independently conduct employee investigations by gathering facts, analyzing evidence, applying employment laws and company policy, and documenting outcomes.
• Partner with managers to determine appropriate corrective action, ensure consistency, and reduce legal and employee relations risk.
• Act as a trusted advisor to leaders and employees, providing clear guidance on employee relations issues.

Compliance, Risk & Regulatory Reporting

• Lead administration and compliance for sensitive employment areas, including ADA accommodations, FMLA, and other leave programs.
• Serve as the primary owner of reasonable accommodation requests, ensuring interactive processes and documentation comply with applicable laws.
• Prepare, maintain, and submit required compliance reports, including Affirmative Action Plans (AAP), EEO-1, and VETS-4212 filings.
• Audit HR policies, practices, and employee records to ensure ongoing federal, state, and local compliance.
• Maintain employee files and records in accordance with legal and regulatory requirements.

Policy, Leadership Support & Training

• Interpret, apply, and ensure consistent enforcement of HR policies and procedures.
• Partner with leadership to update and communicate policy changes.
• Deliver HR compliance training, including harassment prevention, EEO, and respectful workplace training.
• Support managers with performance management processes, corrective action, and terminations.

HR Operations & Collaboration

• Streamline and support recruitment and onboarding efforts
• Collaborate with Payroll and Benefits to resolve employee issues impacting pay, leave, and benefits.
• Assist employees and managers with EAP resources when appropriate.
• Partner closely with the HR Manager and HR Generalist to share best practices and ensure seamless HR support.
• Lead or participate in special HR projects as assigned.

#dyndc

#LI-dyndc

#LI-HVACjobs


#LI-Onsite


Salary Range: $90,000 to $110,000

Qualifications

To perform this job successfully, the individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Required:

• Bachelor's degree in human resources, Business Administration, or a related field (or equivalent experience).
• Minimum 5 years of progressive HR experience, with strong emphasis on employee relations and compliance.
• Demonstrated experience conducting employee investigations and handling sensitive/confidential matters.
• Working knowledge of federal, state, and local employment laws, including ADA, FMLA, and EEO.
• Proven ability to advise managers with confidence, professionalism, and sound judgment.
• Strong documentation, communication, and organizational skills.
• High level of integrity and discretion when handling sensitive information.

Preferred:

• Experience preparing and administering AAPs and compliance reports (EEO-1, VETS-4212).
• Construction industry and/or union environment experience.
• Experience working with HRIS systems.
• Proficiency with Microsoft Office applications.

LANGUAGE SKILLS

Must have the demonstrated ability to effectively communicate, cooperate, and collaborate with Managers, multiple levels of employees, and labor personnel


Physical Demands

• While performing the duties of this job, the employee is regularly required to talk and hear; move within the office to meet with employees in their offices, conference room, or warehouse
• Able to work at a computer for extended periods of time.
• This role requires communicating verbally and in writing one on one, in small groups, as well as presenting to larger groups of employees.
• Infrequently required to travel by car (as a passenger or driver) or by airplane.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The employee will regularly work in typical office environment conditions. The noise level is typical of an office setting, mild to moderate.


Equal Opportunity Employer

As a leading provider of mechanical and electrical construction, facilities services, and energy infrastructure, we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled

Affirmative Action Policy

Please review our Affirmative Action Policy.

Notice to Prospective Employees

Notice to prospective employees: There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies list open positions here. Please check our available positions to confirm that a post or email is genuine.


EMCOR Group and its companies do not reach out to individuals to help with marketing or other similar services. If an individual is contacted for services outside of EMCOR's normal application process - it is probably fraudulent.