Human Resources Business Partner

About the RoleThe HR Business Partner is a high-impact role that is a both strategic to critical business leaders as well as an operational HR manager for the departments it supports. As a strategic business partner, you will be involved in helping determine the right talent programs to enact the company's rapid growth and transformation. The HRBP has a strategic mindset and willingness to "roll up their sleeves” to ensure our People strategy and framework are aligned and relevant to the growth ambitions of the company. Furthermore, the successful candidate will have highly developed skills in the areas of COE partnership, change leadership, talent attraction, talent management, organizational design/development, organizational culture, and employee engagement and retention. The HRBP will also build collaborative partnerships with HR COE leaders to plan, improve, and execute the delivery of HR services across multiple departments (e.g., annual talent assessment, rewards, executive succession, talent planning processes).

Key ResponsibilitiesBusiness Partnerships: Establish and cultivate positive working relationships with the CPO, VP, and HR COE peers. Assess needs for the function and make recommendations in support of people and/or change management, inclusive of business transformation, organizational design, evolution, and development.Org Design/Integration: Assess the functional structure, processes, tools, and metrics required to achieve current goals and enable future business growth, and facilitate seamless mergers & acquisitions. Build and sustain high performing teams within the business.Experience & Culture: In collaboration with business leaders and people managers, identify, develop, and deploy employee experience programs and campaigns that unify and harmonize company culture. Foster retention, engagement, and a sense of belonging across a geographically dispersed and culturally/ethnically diverse employee population. Coach/guide leaders and associates to ensure consistency between stated corporate values and behaviors.

QualificationsBachelor's degree required.7+ years of experience in HR or related field.Union experience required.Previous construction industry experience a plus but not required.Demonstrated ability to manage all HR related M&A activity to support aggressive growth goals.Demonstrated ability to understand business goals and experience using that understanding to recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.

CompensationThe starting base pay for this role is between $115,000 and $130,000. The actual base pay is dependent upon many factors, such as training, transferable skills, work experience, business needs, and market demands. The base pay range is subject to change and may be modified in the future. This role may also be eligible for bonuses and benefits.