Job Description

Key Responsibilities

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.

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.