Human Resources Business Partner

GeoStabilization International (GSI) Access Limited and RoadGuard together form a leading infrastructure solutions platform dedicated to protecting people and strengthening critical infrastructure across North America and New Zealand.

GSI is the premier geohazard mitigation firm specializing in emergency slope stabilization landslide repair grouting and micropiles through innovative design-build delivery. Access Limited brings over a century of steep-slope expertise and operates North Americas largest fleet of spider excavators delivering complex rockfall and geotechnical solutions in the most challenging environments. RoadGuard founded in 2024 unites industry-leading roadway safety companies providing guardrail bridge railing highway signage fencing and specialty fabrication services.

Across all our businesses we are driven by innovation extreme ownership technical excellence and a relentless commitment to measurable results that improve safety and infrastructure resilience.

HR Business Partner

This position is both a strategic partner to critical business leaders as well as an operational HR manager for the departments it supports. As a strategic business partner it will be involved in helping determine the right talent programs to enact GSIs rapid growth and transformation. It is also a thoughtful operational expert able to execute on HR programs and processes and ensure a positive employee experience. It will be a part of a small nimble and fast paced growing HR team; able to both collaborate effectively and execute decisions autonomously. This role will help integrate acquisitions into the Soil Nail Holdings companies.

Responsibilities:

Strategic Partnership:

• Transform and optimize the HR function by modernizing and refining processes and activities aligned toward achieving strategic objectives.
• Serve as a thought partner and change agent to the Service Delivery (Frontline Construction Workers) leadership team to build highly effective talent strategies including organizational design workforce & succession planning role definition career development compensation management & leadership coaching change management and growth.
• Together with your stakeholders you will create innovative people strategies for your teams using system thinking to transform HR programs and/or build new programs in support of business goals.
• Advises leadership team within the organization. Provides coaching; insightful innovative thought leadership; and problem-solving on critical human resources and business issues
• Partner with Leadership Talent Acquisition Learning & Development and Total Rewards to build and sustain high performing teams within Service Delivery
• Leverage business acumen financial data and market trends to inform the people strategy. Analyze trends & use data to help develop people programs and influence change to make teams more effective.
• Act as a change agent as the business continues to scale with the goal of providing mission-driven customer and employee experience.
• Leads and sponsors organizational and cultural change by developing strategic and innovative ways for the organization to be more effective.
• Provide executive coaching and leadership development.

Talent Management:

• Gain deep knowledge on the unique talent challenges of the Service Delivery department and work with leaders and team members to address them. This will include refining or creating new career pathing/ job definition retention strategies partnering with Learning & Development to shape onboarding plans and anything else related to retaining and engaging our talent.
• Build effective processes & programs to evaluate & monitor employee engagement. Understand employee satisfaction and engagement and work with leaders to develop action plans to address perceived gaps.
• Identify trends and themes across the team and recommend modifications to existing talent programs and processes or in some cases the creation of new ones. Analyze and use data to guide decisions in addition to what you know from being embedded within the team.
• Consistently monitors talent needs and pipeline and works with others to develop workforce and talent plans to meet the evolving short-term and long-term talent needs.
• Help partner with leaders to refine sourcing strategies recruit and interview talent for key roles.

Team Leadership:

• Help develop and evolve workplace policies and practices in a way that scales growth of the business.
• Provide growth and development to a team of HR Generalists who operate in a matrix environment supporting the HRBPs on operational needs for various clients.
• Provide feedback to HR Specialists (Total Rewards Talent Acquisition Learning & Development etc.) in the development of HR programs and practices and adapt said programs to fit the needs of the business.

Employee Relations:

• Help uncover performance and capability gaps and work with leaders to implement action plans to address.
• Respond to employee concerns or escalations and conduct workplace investigations with a high degree of ethics.
• Use data (exit surveys engagement results and other reports) to identify Employee Relations issues prior to escalating and implement solutions to ensure workplace satisfaction.

Key Relationships:

• This role reports to a Director HRBP and will have strong working relationships with the leadership team of Service Deliver and all HR Centers of Expertise.

Qualifications:

Key Education and Experiences

• 7years experience in HR preferably with prior experience in an blue collar organization (Construction plus but not required).
• A completed bachelors degree from an accredited university. MBA or MS in Human Resources management is a plus.
• GPHR SPHR or PHR certification is preferred.
• Demonstrated ability to understand business goals and experience using that understanding to recommend new approaches policies and procedures to effect continual improvements in business objectives productivity and development of HR within the company.
• Experience with rapidly and complex changing work environment and the ability to work efficiently and with nimbleness.
• Experience coaching and mentoring at Senior Leader level with demonstrated ability to influence decision making at multiple levels.
• Collaborative mindset with a strong drive to create a positive work environment.
• Ability to apply systems thinking & lean methodologies to conceptualize & build highly effective new processes and programs.
• Comfort with high volume workload and the ability to move from strategic to tactical quickly to achieve objectives.
• Strong internal customer service skills demonstrated by responsiveness empathy and solution orientation.
• Passion for creative HR solutions and continuous process improvement.
• Excellent organizational and interpersonal skills.
• Ability to work with and/or quickly learn multiple technologies and tools (Microsoft office HRIS products etc.)

Key Leadership Characteristics

• Results Orientation : Passionate about goals and demonstrates a bias for action and results. demonstrates a sense of urgency. Makes progress in ambiguous situations. Is relentless and resourceful. Works around barriers. Translates strategies into plans with goals accountabilities timetables and measures. Executes plans and meets short- and long-term objectives.
• Influencing : Negotiates by effectively exploring alternatives and positions to reaching outcomes that gain the support and acceptance of all parties. Maintains an awareness of goals and objectives and navigates solutions towards desired ends while maintaining relationships and supporting consensus.
• Systems Thinker : Codifies data to detect trends and issues in the data and information in a logical and factual manner. Identifies a number of solutions to complex problems integrating findings from several different disciplines identifies and evaluates the various options developed and selects the most effective solution.
• Proactive Leader : Anticipates possible problems and develops contingency plans in advance of issues arising. Notices trends in the industry or marketplace and develops plans to prepare for opportunities or problems. Anticipates the consequences of situations and plans accordingly. Anticipates how individuals and groups will react to situations and information and plans accordingly.
• Strategic Thinking : Able to take concepts and understand their practical application (e.g. talent & culture implications of business strategy). Organizes informs and supports resources to achieve goals. Able to integrate diverse ideas and multiple perspectives e.g. cross-functional cross-cultural inputs.