Human Resources Business Partner

The Human Resources Business Partner (HRBP) is responsible for providing comprehensive human resources support and guidance to employees and leaders within their assigned area of responsibility. This role partners closely with management to address employee relations, performance management, workforce planning, talent development, retention, and organizational needs while ensuring company policies and employment practices are administered fairly and consistently. The HRBP serves as a trusted advisor and accessible resource throughout the employee lifecycle, balancing employee needs with business objectives while applying sound judgment and knowledge of employment laws, HR practices, and company policies. The HRBP plays a key role in strengthening employee engagement, developing leaders, supporting organizational growth, and fostering a positive workplace culture aligned with Whitaker's Core Values.

Whitaker Holdings is a 100% employee-owned (ESOP) family of companies with over 70 years of experience in heavy civil construction, underground utilities, and telecommunications. Whitaker Holdings encompasses multiple companies, including Whitaker Construction, DasCo of Idaho, Advanced Cable Technology, and Bighorn Traffic Services. Operating across Utah, Idaho, Nevada, Wyoming, Colorado, Oregon, and beyond, our companies are united by four core values - Value Safety, Embrace Ownership, Be Honorable, and Elevate Team - which guide how we work, how we treat each other, and how we deliver quality results on some of the most challenging projects in the region.

Roles and Responsibilities

• Serve as a trusted HR partner to managers, supervisors, and employees within the assigned area of responsibility.
• Support the employee lifecycle from hire to retire, ensuring a positive and consistent employee experience.
• Advise and coach leadership on employee relations, performance management, corrective action, and workforce concerns.
• Conduct timely, thorough, and objective workplace investigations and assist with conflict resolution.
• Partner with leadership on workforce planning, succession planning, employee development, engagement, and retention.
• Collaborate with Talent Acquisition to identify staffing needs and support recruiting, interviewing, and selection efforts.
• Provide employees and leaders with guidance regarding company policies, benefits, PTO, payroll, leaves of absence, and other HR-related matters.
• Develop and coordinate HR communications, programs, processes, and initiatives within the assigned area.
• Analyze workforce trends and HR metrics to identify needs, recommend solutions, and support business decisions.
• Partner with Workforce Development to identify training needs and support employee and leadership development initiatives.
• Support the implementation of new policies, procedures, systems, and organizational changes.
• Partner with HR and Compliance resources on workplace injuries, leaves of absence, unemployment claims, and other employment matters.
• Promote employee engagement, recognition, morale, and a workplace culture aligned with the Company's Core Values.
• Ensure company policies and employment practices are administered fairly, consistently, and in compliance with applicable employment laws.
• Maintain a strong understanding of assigned business operations, workforce needs, and organizational priorities to proactively identify and address HR needs.
• Build strong working relationships across the organization and serve as an accessible HR resource for employees at all levels.
• Other duties and responsibilities may be assigned by supervisors.

Skills and Qualifications

• Bachelor's degree in Human Resources, Business Administration, Communications, or a related field; equivalent relevant experience may be considered.
• Minimum of three (3) years of progressive human resources experience, preferably including employee relations, performance management, talent development, or HR business partnership.
• Experience in construction, skilled trades, field operations, or a similar operational environment preferred.
• Working knowledge of federal and state employment laws, wage and hour requirements, leave administration, workers' compensation, and general HR compliance practices.
• Strong employee relations skills with the ability to conduct workplace investigations and handle sensitive matters professionally and objectively.
• Excellent communication and interpersonal skills with the ability to build effective relationships with employees and leaders at all levels.
• Demonstrated ability to coach, advise, and influence leaders while balancing employee needs, business objectives, company policy, and organizational risk.
• Strong problem-solving, critical-thinking, organizational, and decision-making skills.
• Ability to manage multiple priorities, work independently, and follow issues through to resolution in a fast-paced environment.
• Proactive, approachable, adaptable, and comfortable working directly with both field and office employees.
• Ability to maintain confidentiality and exercise sound judgment when handling sensitive employee and company information.
• Proficiency with HR information systems and standard business technology; BambooHR or similar HRIS experience preferred.
• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
• Experience supporting multi-state or geographically dispersed employee populations preferred.

Physical Requirements

• Ability to remain in a stationary position and work at a computer for extended periods.
• Ability to frequently communicate with employees, supervisors, and leadership in person, by phone, and electronically.
• Ability to occasionally lift, carry, push, or pull objects weighing up to 25 pounds.
• Ability to travel between company offices, jobsites, and other work locations as needed.
• Ability to walk, stand, bend, and navigate uneven or unimproved terrain during occasional construction jobsite visits.
• Ability to safely access active construction environments while wearing required personal protective equipment (PPE).
• Ability to operate a motor vehicle for business-related travel, as required.
• Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.

Whitaker Construction offers an exceptional benefits package including:

• Employee Stock Ownership Plan (ESOP). Employees earn shares in the company - All employees have ownership in the company and its success.
• Competitive wages.
• Health, Dental, Vision, Life, Short Term Disability, Supplemental Insurance.
• 401K and Match.
• Paid Holidays.
• Paid Personal Days.
• Quarterly Incentive Program (profit sharing).
• Referral Bonuses.
• Employee Assistance Program (EAP).

Reasonable Accommodation Statement

The ADA defines "reasonable accommodation" as a change or adjustment to a job or work environment that allows a qualified individual with a disability to satisfactorily perform the essential functions of a particular job, and does not cause an undue hardship for the employer.

Whitaker Construction is an "equal opportunity employer." Whitaker will not discriminate and will take "affirmative action" measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant on the bases of race, creed, color, national origin, or sex.

Women and minorities are encouraged to apply.