Sr. Human Resources Business Partner (HRBP, South)

Senior Regional Human Resources Business Partner (South)

Location: Dallas, TX (On-Site | Field Operations) | Up to 25% Regional Travel

Compensation: $140,000 - $180,000 USD Base Salary

About the Opportunity

Workspire is partnering with an established, growth-stage industrial prime contractor operating across energy infrastructure, mission critical construction, and specialty craft services throughout the South and Southwest regions. This company is a full-scope construction lifecycle partner that self-performs across multiple service lines and directly employs a distributed craft workforce spanning electrical, mechanical, civil, soft crafts, and underground operations.

This is not an HR support role added on top of an existing team. It is a foundational, essential hire that influences how regional expansion will take shape. Not only will you have the creative license to deliver what you do best, you will influence an organization in active hyperscale growth, including ongoing M&A activity, and support the South Region. You will be an integral member of the regional leadership team, where you will provide dedicated HR expertise. You will establish what does not yet exist: functional employee relations infrastructure, regionally calibrated HR process, and a credible, trusted presence with field leadership and craft workforce alike.

If you have spent your career waiting for the right organization to hand you real ownership, real complexity, and real proximity to the decisions that matter, this is that role. The right person is energized by ambiguity, not stalled by it. They bring structure without being asked to, build relationships with intention, and treat a blank canvas as an advantage. The craft workforce you will serve works hard, moves fast, and deserves an HR partner who can keep pace.

If that description sounds like the career you have been building toward, we want to hear from you.

What You Will Do:

• Build the Regional HR Foundation
• Design and implement the employee relations infrastructure, communication protocols, and operational HR processes for the South Region within your first six months. The canvas is largely blank. That is intentional, and it is an opportunity for the right candidate.

• Own Employee Relations, End to End
• Take immediate, full ownership of ER across a multi-site craft workforce. This includes resolving active and legacy personnel issues, advising on corrective action and involuntary separations, managing complex and high-risk cases, and maintaining documentation that holds up under scrutiny. You will operate without a regional team beneath you at the outset, which means your judgment, speed, and credibility carry the full weight.

• Partner Directly with Field Leadership
• Build trusted advisory relationships with regional presidents, senior vice presidents, general superintendents, and field managers within your first 90 days. These are strong, fast-moving, Type-A operators who will challenge you, rely on you, and, over time, come to depend on your counsel. You need to earn that trust through competence, not title.

• Support Craft Workforce Talent Acquisition
• Partner with leadership and corporate talent acquisition to support aggressive, often simultaneous hiring across construction and field operations roles: project managers, assistant project managers, project engineers, superintendents, general foremen, foremen, and subcontracting positions. You understand the difference between a superintendent and a project manager, why that distinction matters operationally, and how to support recruiting processes that reflect it.

• Navigate M&A Complexity
• Play an active role in workforce integrations as the company continues to acquire and absorb regional entities. You have done this before, or you have been close enough to it to understand what the first 90 days of integration actually require on the HR side.

• Serve as the On-Site Point of Contact
• Benefits inquiries, workforce concerns, manager coaching, policy interpretation, and real-time field-level problem-solving: this role handles all of it. You are the HR presence for a region that has not had one.

What We Are Looking For (Required)

• 7+ years of progressive HR generalist or HR business partner experience, with depth in employee relations and direct craft or blue-collar workforce support.
• Demonstrated background within industrial prime contracting, specialty trade contracting, heavy civil, AEC, or PE-backed industrial services. The specific experience that matters here is operating inside a company that self-performs field work at scale, not one that manages HR for an office-based workforce with a construction department on the side.
• Full-function HR ownership in a mid-market environment, typically 500 to 5,000 employees, where you were the primary or sole HR generalist for a region, division, or field operation. You have owned the full spectrum: policy, ER, performance management, hiring support, benefits administration, and compliance.
• Proven ability to establish HR processes in environments that do not yet have it. You have built things from scratch under pressure, and you did not need a clean starting point to do it.
• Fluency in English and Spanish, written and verbal, is strictly required. A significant portion of the craft workforce you will serve communicates and conducts business in Spanish.
• Professional maturity to operate autonomously within a fast-moving, distributed organization without consistent executive access. You diagnose situations accurately, make sound decisions, and know when escalation is warranted.

How to stand out: (Preferred)

• Direct experience supporting HR integration through one or more mergers or acquisitions.
• SHRM-SCP, SPHR, or equivalent advanced certification.
• Familiarity with workforce structures common to prime contracting themes including:
• direct-hire craft/tradesmen
• subcontracted labor
• prevailing wage considerations
• multi-jurisdictional compliance requirements

Why This Role Stands Out

• You will have direct influence over how HR is structured and delivered in one of the most active industrial construction growth markets in the country. Your counsel will reach regional and executive leadership. Your work will be visible and its impact measurable.
• Compensation reflects the seniority and scope of the role. The full package includes medical, dental, and vision insurance; 401(k) with company match; generous paid time off; holiday pay; life and disability coverage; and an employee assistance program. The path forward for the right person, as this organization scales through its growth objectives, is a meaningful one.

Workspire Insight

Workspire partners exclusively with organizations that invest in experienced leadership and build for the long term. Every role we bring to market has been vetted for impact, advancement potential, and cultural alignment.

EEO Statement

Workspire and our client partners are equal opportunity employers. We celebrate diversity and are committed to building inclusive environments for all employees.