Human Resources Business Partner-HRBP

Position Summary The Human Resources Business Partner (HRBP) serves as a strategic and operational HR leader for Power Contracting’s union workforce. This role ensures compliance with collective bargaining agreements (CBAs), labor laws, and company policies while fostering strong relationships with union representatives and field leadership. The HRBP will provide hands‑on support at project sites, partnering with operations to deliver HR solutions that align with business objectives and union requirements. Essential Functions Union – Focused HR Functions Compliance Interpret CBAs and provide guidance to leadership on contractual obligations. Ensure adherence to union agreements in payroll, benefits, and work conditions. Union Reporting & Audits Prepare and submit monthly union reports (hours worked, wages, dues, apprenticeship fees). Audit and process annual union pay raises in compliance with agreements. Labor Relations Act as primary liaison between company leadership and union representatives. Mediate disputes and resolve grievances in accordance with CBAs. Maintain positive labor‑management relationships to support operational goals. Field Presence & Workforce Engagement Conduct regular site visits to engage with employees and leadership. Address HR issues in real time, including payroll discrepancies, compliance checks, and employee relations. Support safety initiatives and ensure HR alignment with OSHA and union safety standards. Core HR Responsibilities Onboarding & Orientation Manage I‑9 compliance, orientation sessions, and driver application processes. Schedule drug screens and communicate reporting instructions. Payroll & Timekeeping Verify timesheets in Power Mobile; resolve discrepancies with foremen and PMs. Approve payroll activity reports (PAR) and audit per diem allocations. Employee Relations & Investigations Conduct investigations, prepare reports, and recommend corrective actions. Facilitate terminations and exit interviews. Strategic HR Responsibilities Workforce planning for union projects, including forecasting and succession planning for critical roles (GF, Foreman). Guide performance management processes and identify training needs. Support organizational development initiatives and leadership programs. Advise on union pay structures and prevailing wage compliance. Minimum Requirements Bachelor’s degree in human resources, Business Administration, or related field (or equivalent experience); OR Seven (7) years of experience in the HR field; OR any appropriate combination of education and experience. HR experience in a unionized or construction environment. Strong knowledge of CBAs, labor laws, and prevailing wage requirements. Excellent communication and conflict resolution skills. Ability to travel regularly to local job sites. Professional in Human Resources certification (SHRM/PHR) is preferred. Competencies Demonstrates initiative and consistently drives tasks to completion without requiring constant supervision. Capable of managing responsibilities and making sound decisions with minimal guidance. Collaborates effectively with colleagues to achieve shared goals and support organizational success. Maintains a strong focus on delivering exceptional service and building positive relationships with internal and external stakeholders. Strong knowledge of HR practices, employment laws, and compliance requirements. Excellent communication, organizational, and problem‑solving skills. Ability to manage multiple priorities in a fast‑paced environment. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle, and feel, or operate objects, tools or controls; reach with hands and arms. Work Environment While performing the duties of this job, the employee is not substantially exposed to adverse environmental conditions (such as in typical office or administrative work). The employee may be subject to one or more of the following atmospheric conditions that affect the respiratory system of the skin: fumes, odors, dust, mists, gases, or poor ventilation. NOTE: This job description is not intended to be all‑inclusive. Employee may perform other related duties as required to meet the ongoing needs of the organization. POWER Contracting, LLC is an Equal Employment Opportunity Employer. #J-18808-Ljbffr Power Contracting Co