Human Resources Business Partner

Job ID: 526052

Michigan Paving and Materials, a vertically integrated CRH company, energetically drives to continually be a leader in our markets in quality construction materials and value added services by employing innovative techniques and customer-centric practices. We believe that our employees are the reason for our success and we focus on their development and advancement opportunities as well as attracting new talent to our organization. We encourage you to learn more by visiting , or our parent company at

POSITION SUMMARY

The HR Business Partner is responsible for working with assigned business unit to understand and execute the business units human resource strategy as it relates to current and future talent needs. The role supports the overall Human Resources department by participating in various functions including but not limited to talent acquisition, learning and development, employee relations, interpretation and implementation of policies along with other general HR activities. This position reports directly to the Human Resources Director.

POSITION RESPONSIBILITIES

• Manages overall talent and workforce plan for assigned business and is involved in the talent acquisition, onboarding and development processes; collaborates with departmental managers to understand skills and competencies required for openings and future needs.
• Serves as trusted advisor to business leadership by managing sensitive information and circumstances; conducts and documents HR related investigations, EEO complaints, harassment complaints and general employee issues ensuring that they are properly identified, reported and resolved in a timely manner.
• Drive the annual performance management process (goal setting, mid-year coaching, year-end reviews) and assists individuals and management in identifying and creating development plans for selected associates.
• Assists managers with performance issues and in administering the progressive discipline policy, and participates in employee disciplinary meetings terminations, and investigations as needed; ensures all documentation is recorded and filed.
• Ensure federal, state and local employment law compliance through consistent application and integration of policies, procedures and best practices.
• Influence and communicate with all levels of the organization, from front line employees to senior leadership.
• Promote company values regarding inclusion and diversity; recommend changes to policy and workplace practices that cultivate a fair and equitable workplace.
• Leverages human resource analytics and engagement survey data to put forth solutions, employee programs and interventions needed to improve retention and engagement.
• Follow up with the related clerical documentation such as employment forms, offers of employment, onboarding, employment and compensation changes.
• Partner with leadership and HR Director on employee development initiatives; developing strong present and future leadership talent within the organization.

COMPETENCIES

• Fact-based decision making
• Coach & developer of others
• Project management
• Business acumen
• Ability to manage competing priorities
• Team builder
• Ability to work in ambiguity

MINIMUM QUALIFICATIONS

• Bachelor's degree
• Five or more years' experience in human resources required with broad experience across various functional areas including employment investigations, employee engagement, policy interpretation, performance management, talent acquisition and talent development preferred.
• Experience working in union and non-union environments within construction/production business.
• Proficient in HR systems, Microsoft Office products including Excel, Word, and PowerPoint.
• Must hold a valid state drivers' license with satisfactory driving record, pass pre-employment physical, drug screen and criminal background check.
• Able to travel and work away from home, with up to 50% travel during peak season.
• Must be willing to work nights and weekends when necessary.

PHYSICAL REQUIREMENTS & WORKING CONDITIONS

The physical demands and work environment factors described below are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions:

• Interact by phone, in person and various forms of electronic communications with internal customers, vendors, peers and individuals in the community.
• Physical requirements include sitting, standing, walking, climbing stairs, bending, twisting; lifting 15 pounds at times; be able to travel to regional offices and remote construction and work sites regularly.

What CRH Offers You

• Highly competitive base pay
• Comprehensive medical, dental and disability benefits programs
• Group retirement savings program
• Health and wellness programs
• An inclusive culture that values opportunity for growth, development, and internal promotion

About CRH

CRH has a long and proud heritage. We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of a large international organization.

If you're up for a rewarding challenge, we invite you to take the first step and apply today! Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest!

Michigan Paving and Materials, a CRH Company, is an Affirmative Action and Equal Opportunity Employer.

EOE/Vet/Disability

CRH is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.

AI tools may be used in certain stages of the employment lifecycle, such as candidate review; however, all final employment decisions will be made by a person.