Human Resources Business Partner

At Lyles Services Co., a subsidiary of Lyles Construction Group, of we take pride in our employee and client-centric culture. Our employees and customers are at the forefront of everything we do and how we operate our business. Safety is our top priority and we work hard to ensure everyone goes home to their loved ones each day. We are looking for ambitious individuals to join our team, who are passionate about their performance and who will continue to execute and believe in our core values of: Teamwork: We recognize our primary asset is our people. Mutual respect provides the foundation for our success. Integrity: Our work is performed with high standards of service, quality, and integrity and because of this, we have had the privilege to lead some of the most innovative projects in California. Commitment: We understand that lasting relationships are the lifeline of our business so we pay personal attention to our clients by focusing on them as collaborative partners. If you are looking for a company who will value you and provide you with great employee benefits, training and development opportunities, career growth and the opportunity to be a part of something bigger, then Lyles Services Co. is right for you! Position Description Job Purpose This position is responsible for providing proactive Human Resources consultation and hands-on support to business units across multiple subsidiaries with a strong emphasis on employee relations, labor relations, workplace investigations and performance management. The role partners closely with managers and leadership to address workforce challenges, ensuring consistency and alignment with company policies, legal requirements, and business objectives. Essential Duties and Responsibilities Essential duties and other responsibilities include, but are not limited to, the following: Provide first-level employee relations guidance to managers and employees. Conduct and support workplace investigations, ensuring thorough documentation and compliance. Facilitate performance improvement plans and coaches’ managers on performance management processes, corrective actions and deliver effective feedback. Coordinate employee separations, including documentation and compliance considerations. Support grievance handling and documentation in coordination with labor relations leadership. Ensure compliance with federal and state employment laws including FMLA, ADA, Title VII, and FLSA. Apply working knowledge of California employment laws in day-to-day HR support. Partner directly with managers and subsidiary leadership to provide practical HR guidance. Translate HR policies into actionable, business-focused solutions, while ensuring consistency and compliance. Identify employee relations trends, risks, and themes across business units and provide proactive recommendations to leadership. Build trust with business leaders and serve as a credible HR advisor. Identify workforce trends, risks, and opportunities, and provide proactive recommendations. Support organizational changes and workforce planning initiatives. Coordinate and support training programs across multiple locations and subsidiaries. Administer the Learning Management System and track compliance training completion. Support new hire onboarding and training coordination. Deliver or facilitate training sessions as needed. Support structured training programs such as harassment prevention training, compliance training, or educational sessions. Collaborate with HR team members including benefits, recruiting, payroll, and HR operations. Ensure accurate documentation and maintenance of employee records. Utilize HRIS systems to maintain accurate employee data and support reporting. Leverage Excel and reporting tools to analyze workforce data and partner with workforce data resources. Draft clear, concise HR communications for employees and managers. Present HR topics and updates to small and mid-size leadership groups. Manage multiple priorities across subsidiaries while maintaining responsiveness. Exercise sound judgment in determining when to escape issues versus resolving independently. Ability to travel approximately 40% to support various activities as needed. Position Requirements Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Required Education and Experience Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree in Human Resources or MBA preferred but not required. 5-7 years of progressive HR experience, including time in a generalist or broad HR role. Demonstrated experience supporting business leaders directly in an HR partner capacity, not only HR operations. Strong experience in employee relations and labor relations, including workplace investigations, performance management, separations, and grievances. Multi-site or multi-entity experience is strongly preferred in an organization with multiple subsidiary structures. Training program coordination and delivery experience. Experience working within a structured HR team alongside specialists, not solely as a standalone HR resource. Desired Skills and Knowledge Strong knowledge of federal and California employment laws, including FMLA, ADA, Title VII, and FLSA. First-level employee relations guidance and investigation management experience. PIP facilitation and performance management support experience. Separation agreement coordination and grievance documentation experience.LMS administration and compliance training tracking experience. New hire training coordination and delivery experience. Experience supporting harassment prevention training, compliance training, or other structured training programs preferred. Ability to facilitate training sessions across multiple locations or subsidiaries. Comfort advising managers and subsidiary leaders directly. Ability to translate HR policy into practical guidance without defaulting to legal review for every issue. Experience building trust with business leaders who may be skeptical of HR. Ability to identify workforce trends and bring proactive recommendations. HRIS proficiency, LMS platform experience, and Excel/reporting basics. Strong written and verbal communication, including drafting clear HR communications independently. Comfort presenting to small and mid-size leadership groups. Ability to manage competing priorities across multiple subsidiaries without losing responsiveness. Sound judgment regarding when to escape versus handle issues independently. Certificates, Licenses, Registrations Must be legally authorized to work in the U.S. To perform this job successfully, an individual should demonstrate the following competencies: Effective Communication: Ensures that regular, consistent, and effective communication takes place. Ensures that important information is shared with others on a timely basis as appropriate in their organizational unit. Proactive in keeping their manager informed on a regular basis about progress and problems to avoid surprises. Collaboration: Develops, maintains, and strengthens partnerships with others inside or outside of the Company who can provide information, assistance, and support. Recognizes and appreciates the business concerns and perspectives of others. Provides valuable and needed assistance, information, and support to others. Initiative: Identifies what needs to be done and takes action before being asked or required. Does more than what is normally required in a situation. Seeks others involved in a situation to learn their perspectives. Thoroughness: Monitors the quality of the one’s work. Must be able to review and edit the work of others as well; work with others, provide constructive criticism, and work to mutual agreement. Acts to verify information and check the accuracy of own work. Develops and uses systems to organize and keep track of information or work progress. Organizes information or materials for others. Carefully reviews and checks the accuracy of information in work reports provided to management and others. Conflict Management: Functions effectively when under pressure and/or while experiencing rapidly changing or uncertain conditions. Maintains self-control and composure in the face of stress, opposition or provocation. Effectively handles a variety of complex and difficult problems or tasks at once. Maintains a positive attitude under difficult circumstances. Quickly adapts and constructively reacts to unforeseen circumstances and setbacks, reducing their severity. Personal Integrity: Ensures the integrity of the Company. Develops and practices the highest ethical standards. Honors commitments, communicates openly, honestly and directly. Instill mutual trust and confidence. Treats all people with respect, values diverse perspectives, supports the Company’s diversity initiatives. Business Acumen: Directs resources towards profit and revenue growth opportunities. Demonstrates high regard for company profitability/financial strength. Actively seeks accountability and measures performance. Understands the industry and consistently can identify positioning for the Company that enables it to secure profitable opportunities. Meets or exceeds targets set. Identifies and secure business opportunities for revenue and margin of contribution. Analytical Thinking: Approaches problems using a logical or sequential approach, systematically comparing two or more alternatives. Notices discrepancies and inconsistencies in available information. Identifies parameters and considerations needed to analyze situations and make decisions. Conducts decision-based cost/benefit or risk/success analyses. Prioritize tasks. Presentation Skills: Is effective in a variety of formal and informal presentation settings: one-on-one, small, and large groups. Communicates effectively, both inside and outside the Company, on both simple and complex topics. Commands attention and manages group processes during the presentation. Is cognizant of audience response and able to adapt content and style accordingly. Results Oriented: Focuses on the desired result of one’s own actions/performance, sets challenging goals and focuses on appropriate effort on meeting or exceeding them. Persistent and effective at overcoming obstacles. Tracks performance against goals and identifies shortfalls on a timely basis. Identifies and employ ways to address and correct problems. Maintains commitment to achieving goals even in the face of obstacles and frustrations. Exerts unusual effort over time to achieve a goal. Demonstrates a sense of urgency about solving problems and getting work done. Physical Requirements: 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 use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is occasionally required to stand and walk. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception and ability to adjust focus. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Office - The noise level in the work environment is usually moderate. Job Site - While performing the duties of this job, the employee is frequently exposed to moving mechanical parts, fumes, or airborne particles, toxic or caustic chemicals, outside weather conditions, extreme cold, extreme heat, and vibration. The noise level in the work environment is usually loud. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Equal Opportunity Employer The Company is an Affluent Action and Equal Opportunity Employer/Veterans/Disabled. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. Equal Employment Opportunity Posters if you’d like to view a copy of the company’s affirmative action plan or policy statement, please email View email address on click.appcast.io. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail View email address on click.appcast.io or call toll-free View phone number on click.appcast.io. This email and phone number is created exclusively to assist disabled job seekers whose disability prevents them from being able to apply online. Only messages left for this purpose will be returned. Messages left for other purposes, such as following up on an application or technical issues not related to a disability, will not receive a response. Notice to Staffing Agencies The Company will not accept unsolicited resumes from any source other than directly from candidates. Any unsolicited resumes sent to the Company, including via mailing address, fax machine, email, or directly to employees, will be considered the property of the Company. The Company will not pay any fee for placements resulting from unsolicited resumes. The Company will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. Agencies must receive advance written approval from the Company’s recruiting representative before submitting resumes, and only in conjunction with a valid, fully executed contract for service and in response to a specific job opening. The Company will not pay fees to any Agency without such an agreement in place. Agency agreements must be in writing and signed by the Human Resources Representative or their designee; no other Company employee is authorized to enter into agreements regarding candidate placements on behalf of the Company. Please send any questions or concern to View email address on click.appcast.io. #J-18808-Ljbffr W.M. Lyles Co