HRBP

At ANS, we’re not just a consulting engineering firm—we’re a team of trailblazers shaping the future of multi-disciplinary engineering. We’ve been voted Best Places to Work, ranked in the Top 10 the Hottest Firm in the US by Zweig Reports, and in the Top 250 for the 2024 Inc. 5,000 for our 1,748% 3-Year Growth. Our team is dynamic, energetic, and allergic to bureaucracy in our goal to solve problems and get things done. We’re data and metric driven, and we frequently question the “why” to build better processes. ANS is seeking a versatile HR Business Partner (HRBP) to serve as a strategic partner to business leaders and a hands‑on operator for core HR work. What you’ll do Strategic HR partnership: Partner with senior leaders to translate business goals intopeopleplans (org design, workforce planning, talent, engagement, retention). Manager enablement: Coach managers on leadership routines, feedback, performance management, and team health; build practical toolkits and operating rhythms. Employee relations & investigations: Lead complex ER cases with sound judgment, documentation, and consistency; advise on risk mitigation and compliance. Performance management: Drive performance cycles and calibration; support PIPs and improvement plans with clear expectations and measurable outcomes. Learning &development partnership: Partner with our L&D lead to build manager training, role-based learning paths, and practical workshops; help drive adoption and measure impact. Payroll partnership & processing support: Partner closely with Payroll/Finance to ensureaccurate,timelypayroll processing across employee groups (including field/project-based teams). Own/coordinate inputs (changes, approvals, audits), troubleshoot issues, and improve payroll-related workflows and controls. Change & integration support: Support M&A integration and change management (communications, manager alignment, policy harmonization, adoption tracking). Compensation & job architecture support: Partner on leveling, offers, internal equity, and market benchmarking; help leaders make consistent decisions. Talent & succession: Partner with Recruiting and LD&I to identifycritical roles, succession risks, and developmentplans for technical leadership. Culture & engagement: Use data (attrition, engagement, performance, DEI signals) toidentifytrends and run targeted interventions. Policy & compliance: Ensure policies are practical and scalable; support training completion and compliance requirements across states and roles. Operational excellence: Improve HR processes, templates, and documentation; create simple dashboards and KPIs for leadership. What success looks like (first 6- 12 months) Managersreport clearer guidance, faster issue resolution, and stronger confidence handlingpeoplesituations. Reduced regrettable attrition in prioritygroups;improved internal mobility and development planning. Consistent performance management practices across teams (timelyfeedback, documented expectations, fair outcomes). Payroll runs smoothly with strong controls, clear ownership, and fast resolution of employee questions. L&D programs see strong participation and measurable lift in manager capability. Smootherchangeadoption during growth and integration moments. Visible, trusted HRBP presence across offices and field/project teams. Requirements 5+ progressive HR experience, including HRBP work supporting leaders in a fast-paced environment. Experience in professional services, engineering, construction, field operations, or project-based organizations stronglypreferred. Proven strength in employee relations, performance management, coaching, and change management. Hands‑on payroll experience:you’vesupported or processed payroll (or owned key inputs/approvals), understand payroll controls, and can partner effectively with Finance/Payroll vendors Learning & development exposure:you’vehelped design, deliver, or operationalize training programs (manager training, onboarding, role-based learning) and can measure outcomes. Comfortoperatingat both strategic and hands‑on levels (you can build the plan and run the play). Strong business acumen and ability to influence without authority. Data-informed approach (can define KPIs, interpret trends, and recommend actions). Excellent communication skillsclear, inclusive, and practical. Nice to have M&A integration experience (people-side diligence, harmonization, communications). Multi-state HR exposure and experience supporting distributed teams. Experience supporting a blended workforce (office + field) and multiple pay types. Working style Collaborative, low-ego partner who builds trust quickly. Comfortable with ambiguity andgrowth-stagechange. Bias toward action, clarity, and follow-through. Location Flexible within the U.S. with periodic travel to offices/sites as needed. #J-18808-Ljbffr