Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic and operational HR partner to assigned business units, providing guidance to leaders and employees across the employee lifecycle. This position supports workforce planning, employee relations, performance management, talent development, policy administration, and regulatory compliance. The HRBP partners with corporate HR and operational leadership to deliver consistent HR practices while addressing the needs of field and office employees across multiple locations.

Essential Duties and Responsibilities

• Business Partnership: Advise business unit leaders on workforce needs, organizational effectiveness, employee engagement, and people-related decisions; translate business priorities into actionable HR plans.
• Employee Relations: Respond to workplace concerns, conduct timely and impartial investigations, document findings, recommend appropriate corrective action, and help resolve employee and management issues.
• Performance Management: Coach supervisors on feedback, documentation, performance improvement plans, disciplinary action, and consistent application of company standards.
• Compliance and Policy Administration: Interpret and apply company policies and applicable employment laws, including FMLA, ADA, FLSA, EEO, and wage-and-hour requirements; partner with HR leadership and legal counsel on complex matters.
• Talent and Workforce Support: Coordinate with recruiting and onboarding teams on staffing needs, hiring processes, employee transitions, retention initiatives, and succession or development planning.
• HR Systems and Reporting: Maintain accurate employee records and HRIS transactions; analyze turnover, headcount, attendance, and other workforce metrics; identify trends and recommend improvements.
• Benefits, Leave, and Employee Support: Guide employees and managers through benefits questions, leave and accommodation processes, and HR resources; coordinate with corporate benefits and payroll teams as needed.
• Training and Collaboration: Deliver manager coaching and HR training; support organizational changes, cross-business-unit initiatives, and continuous improvement of HR processes.

Position Requirements

-Position may require travel to assigned offices and project sites across multiple locations and states.

-Work hours may vary based on operational demands; occasional extended hours or weekends may be required.

- Regular, reliable attendance and timely response to business needs are essential functions.

Physical & Cognitive Requirements

-Ability to perform primarily office-based work, with periodic visits to field or industrial environments.

-Ability to sit, stand, walk, bend, and reach as needed to perform job duties.

- Ability to communicate clearly with employees and leadership in person, by telephone, and electronically.

-Ability to travel between sites and navigate stairs or uneven surfaces when visiting facilities.

-May encounter construction-site conditions, including noise, dust, and required personal protective equipment.

- Ability to use a computer and review detailed records for extended periods.

-Ability to exercise sound judgment, maintain confidentiality, and manage multiple priorities.

Skills and Qualifications

-Minimum 5 years of progressive human resources experience, including employee relations and advising management; multi-site or industrial/construction experience preferred.

-Bachelor’s degree in Human Resources, Business Administration, or related field preferred; equivalent relevant experience considered.

-SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred; ability to satisfy applicable background and drug-screening requirements.

Knowledge / Skills / Abilities

-Working knowledge of federal and state employment laws and practical application in a multi-state environment.

-Demonstrated ability to conduct investigations, assess risk, and prepare objective, defensible documentation.

-Ability to build credibility with field leaders, office personnel, and employees at all levels.

-Experience with HRIS, applicant tracking, onboarding, and employee records systems.

-Proficiency in Microsoft Office applications, workforce reporting, and data analysis.

-Strong communication, conflict resolution, coaching, organization, discretion, and problem-solving skills.