Human Resources Business Partner

Human Resource Business Partner

Southland Industries is growing and evolving, and so is the way we partner with our business.

We are looking for an experienced HR Business Partner who wants to do more than support HR programs or respond to day-to-day people needs. This role is for an experienced HR leader who can step alongside senior business leaders, deeply understand how their business operates, and help solve complex business, workforce, talent, and organizational challenges.

Our HRBPs operate as business advisors, organization effectiveness consultants, and enterprise connectors. They translate business priorities into practical workforce and talent strategies, anticipate risks and opportunities, develop leadership capability, and bring the right capabilities from across HR together to solve problems.

This is a highly collaborative role for someone who is commercially minded, curious, comfortable challenging thinking, and equally willing to help develop the strategy and move it into action.

Position Details

Partner with the Business

• Build a deep understanding of the business, including its strategy, operations, financial drivers, customers, workforce, competitive environment, and growth priorities.
• Serve as a trusted advisor to senior business leaders on workforce, talent, organizational, and leadership matters.
• Translate business strategy and operating priorities into integrated people and workforce strategies.
• Participate in business and operating discussions with the ability to understand the broader business context - not just the HR implications.
• Bring an informed point of view, ask thoughtful questions, and constructively challenge leaders when needed.
• Anticipate emerging workforce, talent, leadership, and organizational risks before they become immediate problems.

Partner Across the Workforce

• Build credibility and effectively partner across a diverse workforce and multiple work environments, from corporate and professional teams to project sites and field operations.
• Understand and navigate the different workforce needs, operating realities, and employee experiences of non-CBA and CBA populations.
• Partner effectively with operational leaders, field leadership, Labor Relations, Employee Relations, and other HR partners to address workforce needs while maintaining clear roles and accountability.
• Adapt HR strategies and solutions to different workforce populations while maintaining alignment with enterprise standards, business objectives, and applicable labor requirements.
• Be comfortable spending time where the work happens, building firsthand understanding of the business, workforce, and operating environment.

Shape Workforce Strategy

• Lead strategic workforce planning in partnership with business leaders and Talent Acquisition.
• Assess current and future workforce capabilities, capacity, critical roles, and talent gaps against business growth plans.
• Use business, financial, and workforce data to identify trends, risks, and opportunities and translate those insights into action.
• Help leaders make thoughtful decisions about where to build, buy, develop, deploy, or reorganize talent.
• Connect workforce decisions to longer-term business growth, operational requirements, and capability needs.

Build Leadership & Talent Capability

• Lead and facilitate talent reviews, succession planning, and critical-talent discussions.
• Help leaders objectively assess talent and identify high-potential employees, successors, capability gaps, and development priorities.
• Coach senior leaders on building stronger teams, developing talent, managing performance, and increasing leadership effectiveness.
• Partner with Talent and Learning & Development to translate business needs into scalable talent and leadership solutions.
• Help leaders strengthen the engagement and retention of critical talent.
• Build leadership accountability for talent rather than positioning talent management as solely an HR responsibility.

Improve Organizational Effectiveness

• Partner with leaders on organization design, role clarity, spans and layers, team effectiveness, decision rights, operating models, and organizational capability.
• Look beyond individual employee issues to identify root causes and broader organizational patterns.
• Apply systems thinking to understand how decisions in one part of the organization affect talent, operations, processes, leadership, and other parts of the enterprise.
• Help leaders evaluate organizational tradeoffs and develop practical solutions that support both near-term execution and long-term growth.
• Identify when an apparent people problem may actually be an organizational, leadership, process, capability, or operating-model issue.

Lead Through Change

• Advise leaders through significant growth, organizational restructuring, integration, new business formation, leadership transitions, and other complex change.
• Assess change readiness and help leaders develop practical strategies for communication, adoption, and sustainability.
• Coach leaders through ambiguity and help teams navigate change while maintaining performance and engagement.
• Bring both the business and employee perspective into change decisions.
• Help leaders move from change communication to true adoption and accountability.

Connect the Enterprise

• Operate as the primary strategic HR partner for the business while bringing together the right expertise from across HR.
• Partner closely with Talent Acquisition, Talent Management, Learning & Development, Total Rewards, Employee Relations, People Operations, Shared Services, and HR Technology.
• Connect business leaders with the right expertise rather than attempting to independently own every HR activity.
• Balance the needs of the business with enterprise priorities, standards, and scalable solutions.
• Identify patterns and insights within the supported business that should inform broader enterprise HR strategies.
• Help create an integrated HR experience for leaders rather than requiring the business to navigate HR functions independently.

Qualifications

• 10+ years of progressive Human Resources experience, with increasing scope, complexity, and business partnership responsibility.
• Minimum of 4 years of dedicated HR Business Partner experience directly supporting and advising senior business leaders.
• Demonstrated experience serving as the HRBP for a business, division, or operating unit of $500M+ in revenue or comparable scale and complex matrixed environment.
• Proven experience translating business strategy into workforce, talent, organizational, and leadership priorities.
• Demonstrated experience across strategic workforce planning, talent assessment and succession, organization effectiveness, change leadership, leadership coaching, and performance management.
• Demonstrated experience supporting multiple worker populations and work environments, including corporate/office employees and field-based or operational workforces.
• Experience partnering in an environment with both non-CBA and CBA/union-represented employees strongly preferred.
• Strong business and financial acumen, including the ability to understand business performance, operating models, growth plans, workforce economics, and the people implications of business decisions.
• Experience advising senior leaders through significant growth, organizational change, talent decisions, and complex workforce challenges.
• Strong consulting, problem-solving, influencing, and executive communication skills, with the confidence to constructively challenge leaders and bring an independent point of view.
• Ability to use workforce data, business context, and judgment to identify risks, diagnose root causes, and recommend practical solutions.
• Experience operating successfully in a complex, matrixed organization.
• Experience in construction, engineering, manufacturing, industrial, project-based, or similarly operational environments strongly preferred.
• Bachelor's degree in Human Resources, Business, Organizational Development, or a related discipline preferred.
• SHRM-SCP, SPHR, or similar professional certification is a plus.

We are looking for an experienced HR professional who combines strong HR expertise with business acumen, sound judgment, systems thinking, and the ability to influence senior leaders.

• Think about business problems first and HR solutions second.
• Are naturally curious about how a business makes money, delivers work, serves customers, manages risk, and grows.
• Can credibly partner with senior leaders responsible for large, complex businesses.
• Can move comfortably between strategy and execution.
• Diagnose root causes rather than simply treating symptoms.
• Use data, business context, experience, and judgment to develop a point of view.
• Are comfortable challenging assumptions and having candid conversations with senior leaders.
• Can influence without relying on positional authority.
• See connections across talent, organization, operations, leadership, culture, and business performance.
• Know when to lead, when to consult, and when to bring another expert into the conversation.
• Thrive in a growing environment where not everything has already been built