Human Resources Business Partner Energy Division

Job Description Reporting directly to the Director of Human Resources, the Human Resource Business Partner plays a critical role within the HR department by serving as a strategic partner to a designated division and its leadership team. This position ensures that HR strategies and practices are aligned with divisional goals, enabling effective talent management, organizational performance, and employee engagement. What You’ll Do You’ll be part of a team that gets things done, works with purpose, and takes pride in the results. Your day-to-day responsibilities may include: Strategic HR Partnership (20%) Collaborate with divisional leadership to align HR initiatives with business objectives, providing guidance on workforce planning, organizational design, and change management. Example: The HR Business Partner supports the Energy Division by partnering with operations leadership to address high turnover in field roles. Compliance & HR Data Integrity (20%) Ensure adherence to employment laws, company policies, and regulatory requirements while leveraging HR data and analytics to support decision-making and identify trends. Example: As the company expanded operations into two new states, the HR Business Partner proactively researched and identified key employment law differences, including state-specific requirements for paid sick leave. Point of Contact & HR Team Leadership (20%) Serve as the primary HR Business Partner and point of contact for the Division, overseeing the performance and development of assigned Human Resource Generalists. Act as the escalation point for complex or high-risk HR issues and ensure alignment between HR execution and divisional leadership needs. Example: As the HRBP, the role partnered with division leadership to conduct a formal 180‑day review for a high‑impact leader, consolidating input from HR Generalists and ensuring consistent application of policy and expectations. Talent Management & Development (15%) Lead divisional efforts in talent acquisition, succession planning, and employee development to build a high‑performing, future‑ready workforce. Serve as the primary liaison between Talent Acquisition and Learning & Development to ensure alignment across hiring, onboarding, and growth strategies. Example: As HRBP for the Energy Division, they partnered with TA to identify gaps in field leadership roles and worked with L&D to launch a targeted onboarding and development program. This initiative reduced new hire ramp‑up time by 30% and prepared three internal candidates for leadership openings. Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field. 5+ years of progressive HR experience, including direct support to business leaders. Strong knowledge of employment laws, compliance, and HR best practices. Proven ability to manage and coach employee relations, performance management, and talent development. Proficient in using HR metrics and data to inform decisions and identify trends. Excellent interpersonal, verbal, and written communication skills. Experience with HRIS systems (e.g., Workday, SAP, ADP). Proficiency in Microsoft Office Suite, especially Excel and PowerPoint. Bonus Points HR certification (e.g., SHRM-CP/SCP, PHR/SPHR). 2+ years of leadership experience. Bilingual (Spanish). Familiarity with change management and organizational effectiveness strategies. Strong critical thinking, conflict resolution, and decision‑making skills. Experience in supporting a manufacturing, industrial, or construction industry. Pay Range: $94,320 – $117,900 per year Benefits 100% employer‑paid health and dental coverage for employees. HSA contributions to support your medical expenses. Company‑paid life insurance and disability coverage. 401(k) with competitive company match. Paid weekly with competitive wages. PTO, six paid holidays, and education reimbursement. Exclusive employee discounts through Working Advantage. Physical Requirements Prolonged periods of sitting at a desk and working on a computer. Frequent use of hands and fingers for typing, writing, and handling documents. Ability to occasionally lift to 15 pounds (such as files, office equipment, or training materials). Regular verbal communication and active listening in person, virtually, and by phone. Accessibility If you need accommodations as part of the employment process, please contact Knobelsdorff Human Resources at View email address on click.appcast.io. Workplace Environment The role primarily works in a professional office environment with standard equipment such as computers, phones, printers, conference rooms, and presentation spaces. Primarily work in a professional office setting with standard office equipment (computers, phones, printers). Interaction with employees, managers, and external partners daily. Occasional meetings or training sessions may require collaboration in conference rooms or off‑site locations. Standard office hours with minimal exposure to outdoor or hazardous environments. Travel Required: Travel to construction sites, industry events, customer visits, training, etc. 20% Equal Opportunity Employer (EEO) Knobelsdorff (KE) is an EEO to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, citizenship, veteran status, or any other protected characteristic under applicable federal, state, or local law. EEO is the Law (English/Spanish) KE participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the United States. For more information about E-Verify, please review the E-Verify Participation and Right to Work posters. If you need accommodation during the hiring process, let us know and we’ll work with you. #J-18808-Ljbffr Knobelsdorff Enterprises