HRBP, Human Resources (Full-time, m/f/d)

Full Time
Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.
Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. The Human Resources Partner is the day-in, day-out HR partner for a defined client group - typically a region, business unit, or functional area at Rosendin. This role owns the people-related execution and judgment work within that client group based on established HR/Company established policies, procedures, practices, and guidelines, partnering directly with front-line and mid-level leaders on employee relations, performance management, manager coaching, and the operational delivery of HR programs throughout the overall employee lifecycle. Role is the field intelligence layer for all areas of responsibility within the function - the person who hears what's happening on the ground first and identifies/surfaces patterns to the HRBP and leadership.
This role sits between HR Operations and the HR Business Partner. HR Operations handles transactional and program-based execution; The Human Resources Partner is the connective tissue - owning the complex people work that requires sound judgment and ground-level relationships, while freeing HRBPs to focus on strategic partnership with senior leaders.
The Human Resources Partner partners closely with HRBPs and People Centers of Excellence including Compensation & Benefits, HR Operations, Learning & Development, and Talent Acquisition. They are the field intelligence layer for the function - the person who hears what's happening on the ground first and surfaces patterns to the HRBP and leadership.
WHAT YOU'LL DO: Employee relations and investigations

Lead workplace investigations from intake through resolution and documentation, partnering with HRBPs and Legal as needed on complex or higher-risk matters.
Investigate and resolve employee complaints, including formal grievances, harassment claims, and policy violations.
Advise on accommodations (ADA, religious, pregnancy) in partnership with Legal and Benefits.
Performance and talent execution

Run the annual performance review cycle for the client group, including timeline management, calibration sessions, and manager training on writing and delivering feedback.
Support talent review and succession planning processes, including facilitating sessions, documenting outcomes, and tracking follow-up actions.
Manage performance escalations, rating disputes, and complex performance situations.
Coach front-line and middle managers through difficult people decisions, including performance management, terminations, compensation conversations, and role changes.
Provide day-to-day performance management guidance to leaders, including coaching, counseling, career development, disciplinary actions, performance improvement plans, and terminations.
Onboard new people managers into Rosendin's management practices and partner with them through their first hard people conversations.
three managers in this region are struggling with the same thing") and partner with L&D and HRBPs on targeted solutions.
Partner with Total rewards and HRBP to support the proper documentation of job descriptions.
Partner with HRBP to counsel managers on equity, merit, and promotion decisions, using compensation data and Rosendin's compensation philosophy.
Support managers through compensation conversations with employees, including coaching on framing and delivery.
Workforce Planning and Operational Support

Identify capability gaps in the client group and partner with Talent Acquisition and Learning & Development to address them.
Support reorganizations and organizational changes within the client group, including role definitions, transition planning, and employee communications.
Provide field intelligence to HRBPs and leadership - surfacing engagement, retention, and morale signals from the ground level.
HR Program Delivery

Translate enterprise HR programs (engagement surveys, comp cycles, talent reviews, recognition programs) into effective execution for the client group.
Localize communication of policy changes, benefits updates, and HR announcements for the client group.
Partner with HR Operations on timely and accurate execution of employee lifecycle changes (hires, promotions, transfers, terminations) for the client group.
Resolve escalated employee inquiries requiring policy interpretation or judgment, partnering with HR Operations and CoEs on tier-1 questions.
Build strong relationships with leaders and employees to improve engagement, strengthen morale, and drive productivity and retention through feedback mechanisms such as surveys and listening sessions.
Collaborate with HR Centers of Excellence to deliver effective, timely, and practical HR solutions.
Working knowledge of employment laws and regulations related to employee management, including FMLA, leave of absence, ADA, NLRA, return-to-work, and general compliance and risk management.
Ability to assess risk, think critically, and exercise sound judgment in ambiguous or complex situations.
Demonstrated ability to coach managers through difficult people decisions, including performance, termination, and compensation conversations.
Basic data analysis and interpretation skills to inform decision-making.
Demonstrated problem-solving skills, including creative and innovative approaches to addressing challenges.
High level of discretion and professionalism in handling sensitive and confidential employee information.
Strong organizational skills with the ability to manage multiple priorities, maintain accurate records, and ensure timely follow-up.
Ability to work effectively in a fast-paced environment, adapt to changing priorities, and maintain a positive, customer-focused mindset.
Proficiency in Microsoft Office (Outlook, Word, Excel); experience with HRIS platforms such as Workday, Oracle, or SharePoint preferred.

Bachelor's degree in human resources or related field.

• 5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching.
• Can be a combination of education, training, and relevant experience.

Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
Prior experience in construction, trades, or other project-based or field-heavy industries.
Experience supporting a defined client group (region, business unit, or function) as the primary day-to-day HR partner.

TRAVEL:

~ Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning
ESOP - Employee Stock Ownership

• Annual bonus program based upon performance, profitability, and achievement
• 17 PTO days per year plus 10 paid holidays
• Medical, Dental, Vision Insurance
• Term Life, AD&D Insurance, and Voluntary Life Insurance
• Disability Income Protection Insurance
• Pre-tax Flexible Spending Plans (Health and Dependent Care)
• Charitable Giving Match with our Rosendin Foundation

Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.