HR Business Partner-DFW, TX

Job Description

Job Description

Certerra is a growing national provider of testing, inspection, and certification services that support innovation in new product development, quality assurance, for project delivery, and engineered solutions for asset management. We are passionate about contributing to the sustainable development of the communities we serve. We are a national firm with a global reach serving national and international clients from 30+ offices located in 10 states and are ranked on ENR’s Top 500 list alongside the nation’s top firms. With a 60-year history, Certerra has a passion for high-end services, constant innovation, and investment in the development of world-class laboratory facilities, and interactive management technologies. Each member of our staff is committed to service, innovation, and the success of our clients.

The HR Business Partner (HRBP) serves as a strategic advisor and operational partner to multiple divisions within the Construction Materials Testing (CMT) organization, including Field Services, Laboratory Operations, Engineering, and Project Management. This role blends analytical rigor, talent strategy, and hands-on HR support to strengthen workforce capability, drive operational excellence, and support business growth across a fast‑paced, safety‑critical environment. The HRBP acts as a coach to leaders, a champion for talent, and a thought leader in shaping a high‑performance culture. The HRBP partners closely with operational leaders to ensure the company attracts, develops, and retains high‑performing technical and field staff while maintaining compliance with federal, state, and local employment regulations.

Key Responsibilities

Strategic Partnership

• Partner with division leaders to align workforce strategies with business goals, operational demands, and project pipelines.
• Use data, metrics, and trend analysis to diagnose organizational challenges and recommend actionable solutions.
• Support leadership in change management initiatives, including expansion, restructuring, and process improvements.

Talent Acquisition & Workforce Planning

• Partner with hiring managers to forecast staffing needs across field technicians, inspectors, engineers, project managers, and administrative roles.
• Develop strategies to attract specialized technical talent, including NICET certified technicians, laboratory personnel, and engineering professionals.
• Support succession planning, career pathing, and development strategies for emerging leaders and technical specialists.

Leader as Coach

• Coach managers on leadership effectiveness, communication, conflict resolution, and employee engagement.
• Build leadership capability through structured coaching, feedback loops, and development plans.
• Reinforce a culture of accountability, safety, and continuous improvement.

Employee Relations & Problem Solving

• Provide coaching and guidance to managers on performance issues, conflict resolution, and performance counseling.
• Conduct fair, thorough investigations into employee concerns, policy violations, and workplace issues.
• Provide guidance on performance management, corrective action, and conflict resolution.
• Apply analytical rigor to identify root causes and recommend practical, business aligned solutions.

Training & Development

• Identify skill gaps within divisions and recommend targeted training programs (technical, leadership, safety, and compliance).
• Partner with Safety and Operations to reinforce field specific training requirements, including OSHA, ACI, NICET, and other industry certifications.
• Support leadership development initiatives for supervisors and emerging leaders.

Compensation & HR Operations

• Assist with compensation reviews, job evaluations, and market benchmarking for technical and engineering roles.
• Ensure accurate and timely processing of HR transactions, including promotions, transfers, and status changes.
• Partner with Payroll and Finance to resolve employee pay issues, especially those related to field schedules, overtime, and travel.

Compliance & Risk Management

• Ensure compliance with federal and Texas employment laws, including FLSA, ADA, FMLA, and OSHA related requirements.
• Support DOT, safety, and drug testing compliance for field and laboratory personnel.
• Maintain accurate documentation and support audit readiness for HR, safety, and operational reviews.

Culture & Engagement

• Promote a positive, safety focused culture across field, lab, and office environments.
• Support employee engagement initiatives, retention strategies, and recognition programs.
• Partner with leadership to reinforce company values and drive a cohesive culture across multiple divisions.

Qualifications

• Bachelor's degree in human resources, Business Administration, or related field; HR certification (PHR/SPHR/SHRM‑CP/SHRM‑SCP) preferred.
• 5+ years of HR generalist or HRBP experience, ideally within construction, engineering, industrial services, or other field-based environments.
• Demonstrated analytical rigor and problem-solving capability.
• Strong business acumen with the ability to understand operational drivers in CMT and construction environments.
• Proven ability to coach leaders, influence decision-making, and drive organizational change.
• Experience supporting multisite or multi‑division operations.
• Excellent communication, relationship building, and conflict‑resolution skills.
• Ability to travel to job sites, laboratories, and regional offices within the DFW area.
• Must be able to develop and maintain relationships with key stakeholders.

Work Environment

• Hybrid role based in Dallas, Texas, with regular visits to field sites, laboratories, and regional offices. Working in the office is preferred.
• Exposure to construction and testing environments during site visits (heat, cold, uneven terrain, active job sites) when visiting field employees.
• Occasional evening or weekend support during peak operational periods.

We are an Equal Opportunity Employer. This Company is dedicated to both the letter and the spirit of the equal opportunity employment laws. All applicants and all employees will be evaluated based on their ability, competence, and performance of the essential functions of their positions. There will be no discrimination based on race, sex, national origin, religion, age 40 and over, disability, sexual orientation, marital status, or any other classification which may be protected by federal, state, or local laws. In compliance with the Americans with Disabilities Act, we specifically offer equal opportunity for all employees or job applicants who may have a physical or mental disability. Such people will be hired based on their ability to perform the essential functions of the job in question. Likewise, their work will be evaluated on their performance of these essential functions. We will offer reasonable accommodation to individuals with disabilities, to the extent that Company resources allow without undue hardship. As part of our equal employment policy, there will be no wage differentials based on gender, between men and women employed in the same establishment, on jobs that require equal skill, effort, and responsibility, and which are performed under similar working conditions.