Human Resources Business Partner

Job ID: 528906

The Shelly Company, a CRH company, is a vertically integrated supplier of aggregates, asphalt, ready mix concrete and paving services throughout the state of Ohio. Our commitment to quality drives us to use the most modern, efficient and environmentally friendly technology in our industry. The Shelly Company is known throughout the industry for innovation, quality and for our commitment to safety.

Position Summary

Serves as the senior Human Resources leader for the Business Unit and a strategic partner to the Business Unit President and leadership team. The role is accountable for translating business strategy into an integrated people agenda across talent, workforce planning, organizational effectiveness, employee and labor relations, leadership development, performance, engagement and change. The position leads the delivery of General HR for the Business Unit, exercises significant independent judgment on complex people and organizational matters, and builds HR capability directly and/or through partnership with other HR resources. The role works closely with the Division Vice President, Human Resources on the most complex, high-risk, precedent-setting or strategically significant matters.
Key Responsibilities

• Serve as the primary HR partner to the Business Unit President and leadership team, developing a deep understanding of business strategy, operations, financial priorities and workforce needs and translating them into practical people and organization strategies.
• Develop and execute the Business Unit HR plan across talent, succession, workforce planning, organizational effectiveness, employee engagement, performance, leadership capability and culture.
• Independently lead employee and labor relations matters, including investigations, corrective actions, terminations, grievances, performance issues and employee complaints. Exercise sound judgment regarding risk and precedent and consult the Division VP, Human Resources on the most complex or significant matters.
• Coach and advise leaders at all levels on leadership effectiveness, performance management, policy application, employee communication, organizational decisions and workforce matters.
• Lead the Business Unit talent agenda, including talent reviews, succession planning, identification of high-potential talent and critical roles, leadership development, individual development planning and actions to strengthen bench strength.
• Partner with leaders on organizational effectiveness and design, including role clarity, structure, spans and layers, leadership capability, workforce deployment and changes needed to support business strategy.
• Lead the people aspects of significant business change, including restructurings, workforce changes, acquisitions and integrations, leadership transitions and other transformation initiatives, as applicable.
• Develop and execute workforce plans that consider current and future capability needs, labor availability, retention, recruiting priorities, succession risk and business growth or contraction.
• Use workforce analytics, employee insights and business data to identify trends, risks and opportunities; translate findings into recommendations and actions rather than reporting data alone.
• Partner with Talent Acquisition and business leaders to establish recruiting priorities and strategies for critical and recurring talent needs; maintain appropriate leadership ownership of selection and workforce planning.
• Ensure consistent and compliant application of company policies, employment practices and applicable federal, state and local requirements while balancing business needs and sound employee relations practices.
• Partner effectively with HR Centers of Excellence, Shared Services, Payroll, Benefits, Talent Acquisition, Legal, Labor Relations and other resources to deliver integrated solutions and consistent employee experiences.
• Communicate and lead implementation of Division, AMAT and CRH HR priorities, programs, systems and organizational changes within the Business Unit.
• Where direct reports are assigned, lead, coach and develop the HR team; establish clear priorities and expectations, delegate meaningful accountability, provide performance feedback and build capability and succession within the team.
• Where the role does not have direct HR reports, lead through influence and coordinate effectively with HR professionals and support resources serving the Business Unit to ensure high-quality, consistent delivery.

Qualifications & Experience

• Bachelor's degree in human resources, Business Administration, Organizational Development or a related discipline preferred; equivalent combination of education and relevant experience considered.
• 7+ years of progressive Human Resources experience with broad General HR responsibility and meaningful experience partnering with business leaders.
• Demonstrated experience independently managing employee relations matters, investigations, corrective actions and terminations; labor relations and grievance experience strongly preferred for assignments supporting union operations.
• Demonstrated capability in talent management, succession planning, performance management, workforce planning and organizational effectiveness.
• Strong business acumen with the ability to understand operating and financial priorities and connect people decisions to business outcomes.
• Demonstrated ability to influence senior leaders, challenge constructively, navigate ambiguity and exercise sound independent judgment.
• Experience leading organizational change, restructuring, integration or other significant business transformation preferred.
• Strong analytical capability and ability to use workforce data to identify issues, develop insights and influence decisions
• Highly effective written, verbal, facilitation, coaching and presentation skills.
• Experience supporting decentralized, multi-site, construction, materials, manufacturing or other operational environments preferred

Leadership & Decision Authority

The role is expected to operate with substantial independence and is accountable for the quality of Human Resources leadership within the Business Unit. The incumbent may independently lead investigations, corrective actions, terminations, grievances and other employee or labor relations matters; advise leaders on policy and performance decisions; and drive Business Unit talent, workforce and organizational initiatives. The Division VP, Human Resources should be engaged on matters with significant legal, financial, labor, reputational or enterprise precedent; major leadership or organizational changes; and other issues where broader Division or enterprise alignment is required.

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!

The Shelly Company, 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.