Job Description

Partner with business leaders to align HR strategies with business goals.

Build strong relationships with department heads and managers to understand business objectives, workforce requirements, and operational challenges.
Provide HR guidance and recommendations that support organizational growth, productivity, and employee engagement.
Participate in business planning discussions and contribute to workforce planning, talent management, and organizational development initiatives.
Analyze workforce trends and HR metrics to support strategic decision-making and business performance.

Support managers in addressing employee relations matters and resolving workplace challenges.

Advise managers on employee relations issues, including performance concerns, disciplinary actions, grievances, and conflict resolution.
Conduct investigations into employee complaints and workplace issues while ensuring fairness, confidentiality, and compliance with company policies.
Facilitate constructive discussions between employees and management to promote positive working relationships.
Recommend appropriate actions and solutions to address workplace concerns and mitigate organizational risks.

Monitor and review people-related activities to ensure alignment with company policies and objectives.

Ensure the consistent application of HR policies, procedures, and employment practices across assigned business units.
Review employee lifecycle activities, including onboarding, performance management, promotions, transfers, and separations.
Monitor workforce data, attendance trends, employee turnover, and engagement levels to identify areas for improvement.
Support compliance with labor laws, internal regulations, and company standards through regular audits and reviews.

Collaborate with HR Centers of Excellence to implement HR programs and initiatives.

Coordinate with Talent Acquisition, Learning & Development, Compensation & Benefits, and Talent Management teams to deliver HR solutions.
Support the rollout and communication of HR programs, policies, and organizational initiatives across business functions.
Gather feedback from stakeholders and employees to enhance the effectiveness of HR processes and programs.
Assist in implementing succession planning, employee development, performance management, and engagement initiatives.

Act as a trusted advisor to management on organizational and people-related matters.

Provide expert guidance on organizational structure, workforce planning, change management, and employee engagement strategies.
Coach managers on leadership practices, team effectiveness, talent development, and performance improvement.
Identify potential people-related risks and recommend proactive solutions to support business continuity and organizational success.
Promote a positive workplace culture by fostering employee engagement, inclusion, and alignment with company values.

Job Requirements

Bachelor’s degree in Human Resources, Business Administration, Management, or a related field.
Minimum of 12 years of progressive experience in Human Resources, including significant experience in HR Business Partnering and/or HR Generalist roles.
Proven track record of partnering with business leaders to drive people strategies and support organizational objectives.
Strong business acumen with the ability to understand operational needs and translate them into effective HR solutions.
Excellent stakeholder management skills with the ability to build strong relationships and influence decision-making at all organizational levels.
Solid knowledge of HR best practices, employee relations, performance management, talent management, and organizational development.
Strong analytical, problem-solving, and decision-making skills with the ability to handle complex employee and organizational matters.
Excellent communication, interpersonal, negotiation, and conflict-resolution skills.
Ability to manage multiple priorities in a fast-paced and dynamic environment.
Proficiency in Microsoft Office applications and HR information systems (HRIS).
Experience within the construction, engineering, or contracting industry is considered a strong advantage.
Professional HR certifications (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR, CIPD) are a plus.