Human Resources Business Partner

Job Description

Job Description

About Burns:

Burns Engineering provides professional engineering design and project management services for transportation, facilities, and infrastructure projects. We help our clients attain their strategic goals and initiatives through successful large-scale infrastructure projects.  Burns' full-service capabilities include mechanical, electrical, civil, structural, transportation, and energy consulting engineering.

Recently voted a Top Workplace by Philly.com, we credit our strength as an organization to our talented, driven, vibrant team.  Burns is an ENR Top 500 Firm, and has been named an MEP Giant by Consulting-Specifying Engineer Magazine, as well as a Hot Firm by Zweig.  We are industry experts, proven leaders, innovative thinkers, and team players. We put our clients' successes and best interests first, because their success is our success. We have fun at work because we love making a difference in the world.  We are looking for high-energy, bright, collaborative individuals who want the opportunity to "write their own story" with us.

SUMMARY

The Human Resources Business Partner (HRBP) serves as a trusted advisor to managers and employees, providing guidance and support on employee relations, performance management, employee engagement, organizational effectiveness, and Human Resources policies and programs.

The HRBP partners with business leaders to understand operational priorities and workforce needs, while ensuring consistent application of Human Resources practices across the organization. This role is responsible for supporting employee lifecycle activities, advising managers on people-related matters, administering Human Resources programs, and promoting a positive employee experience.

The Human Resources Business Partner collaborates closely with Talent Acquisition, Learning & Development, Payroll, Benefits, and Human Resources leadership to support organizational objectives and drive employee engagement, retention, and performance.

ESSENTIAL JOB RESPONSBILITIES

Business Partnership & Manager Support

• Serve as the primary Human Resources contact for assigned business units and leaders.
• Develop strong working relationships with managers and employees to understand business challenges, workforce needs, and organizational priorities.
• Provide coaching and guidance to leaders on employee relations, performance management, talent development, workforce planning, and organizational effectiveness.
• Partner with leadership to develop solutions that improve team performance, engagement, collaboration, and retention.
• Support managers in addressing day-to-day employee matters while ensuring consistency and compliance.

ESSENTIAL JOB RESPONSBILITIES

Business Partnership & Manager Support

• Serve as the primary Human Resources contact for assigned business units and leaders.
• Develop strong working relationships with managers and employees to understand business challenges, workforce needs, and organizational priorities.
• Provide coaching and guidance to leaders on employee relations, performance management, talent development, workforce planning, and organizational effectiveness.
• Partner with leadership to develop solutions that improve team performance, engagement, collaboration, and retention.
• Support managers in addressing day-to-day employee matters while ensuring consistency and compliance.

Employee Relations

• Investigate and respond to employee concerns, complaints, workplace conflicts, and employee relations matters.
• Conduct employee interviews and gather information to support investigations and resolution efforts.
• Partner with Human Resources leadership and legal counsel when appropriate.
• Support corrective action processes, performance improvement plans, coaching discussions, and employee documentation.
• Assist managers in navigating difficult employee situations while balancing employee experience and business needs.
• Maintain confidentiality and professionalism in handling sensitive matters.

Performance Management

• Support annual goal-setting, performance review, talent assessment, and succession planning processes.
• Coach managers on performance management best practices.
• Review performance evaluations and supporting documentation for consistency and quality.
• Assist with performance concerns, development planning, and employee growth discussions.
• Support implementation of KPI-based performance management initiatives.

Employee Engagement & Organizational Effectiveness

• Support employee engagement survey administration, action planning, and follow-up activities.
• Facilitate employee feedback discussions and manager action planning sessions.
• Assist in implementing initiatives that strengthen organizational culture and employee experience.
• Support change management activities associated with organizational initiatives and business transformations.
• Promote understanding of company values, culture, and organizational objectives.

Human Resources Programs & Administration

• Support annual Human Resources processes including:
  • Goal setting
  • Performance reviews
  • Succession planning
  • Employee engagement surveys
  • Merit increase administration
  • Bonus administration
  • Organizational changes
• Provide guidance regarding company policies and procedures.
• Assist employees and managers with Human Resources questions and concerns.
• Support leave administration and accommodation processes in partnership with Human Resources leadership.
• Ensure employee records and documentation are maintained appropriately.

Acquisition Integration Support

• Participate in Human Resources due diligence and integration activities associated with acquisitions.
• Support onboarding and transition efforts for newly acquired employees.
• Assist with employee communications, policy alignment, organizational integration, and employee questions during acquisition transitions.
• Partner with leaders to support retention of critical employees and maintain employee engagement during periods of change.

Compliance

• Promote consistent application of Human Resources policies and practices.
• Maintain appropriate documentation related to employee relations and employment actions.
• Assist with audits, reporting requirements, and compliance initiatives as needed.
• Partner with Human Resources leadership regarding employment law developments and policy implementation
• Perform all tasks in compliance with Burns standards, policies, and procedures.
• Adhere to all Human Resources policies and procedures.
• Ensure adherence to all federal, state, and local employment regulations.
• Participate in special projects and Human Resources initiatives.
• Complete special duties as assigned. 

EDUCATION REQUIREMENTS  

Bachelor's degree in Human Resources, Business Administration, or a related field preferred. Significant relevant Human Resources experience may be substituted for formal education .

EXPERIENCE REQUIREMENTS

Minimum of 5 years of progressive Human Resources experience supporting employee relations, performance management, and manager coaching; interpreting and applying employment laws, Human Resources policies, and organizational procedures; partnering directly with managers and business leaders; and utilizing Human Resources Information Systems (HRIS) and reporting tools.

CERTIFICATION OR LICENSE

PHR, SPHR, SHRM-CP, or SHRM-SCP certification Preferred.

PREFERRED EXPERIENCE

• Experience supporting engineering, consulting, architecture, construction, or professional services organizations.
• Multi-state employment law experience.
• Acquisition integration experience.
• Employee engagement and culture initiatives.
• Workforce planning and succession planning support.
• Performance management program administration.
• Change management and organizational design initiatives.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities: This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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