HR Business Partner

Position Summary The HR Business Partner is responsible for working with assigned business unit to understand and execute the 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. 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. 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 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. Benefits Highly competitive base pay Comprehensive medical, dental and disability benefits programs Group retirement savings program Health and wellness programs Inclusive culture that values opportunity for growth, development, and internal promotion EEO Statement 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. #J-18808-Ljbffr