Associate Human Resource Business Partner

Gray Construction•Lexington, KY

4d•Hybrid

About The Position

Gray Construction is looking to add an Associate Human Resource Business Partner to its team at our Headquarters in Lexington, KY. Responsibilities Why Gray? Gray is a fully integrated design-builder delivering end-to-end solutions across construction, professional services, specialty equipment, and real estate. Since 1960, Gray has grown from a regional contractor to a nationally ranked industry leader, serving top domestic and international companies in the following markets: Manufacturing, Food & Beverage, Data Centers, Advanced Technology, and Distribution. Our integrated approach allows us to deliver value at every phase of a project—from designing and building state-of-the-art facilities to fabricating custom process equipment and implementing advanced automation. But what truly defines Gray is our people. Our success is driven by passionate, collaborative team members who take pride in their work, value strong relationships, and are committed to doing the right thing for our customers and one another. At Gray, you’ll find a culture built on teamwork, accountability, and the opportunity to make a meaningful impact. “Personal growth precedes Gray’s growth.” – Stephen Gray, President & CEO, Gray, Inc. Who we want… The ideal candidate will have 3–5 years of progressive HR experience, preferably in a construction or professional services environment, along with a bachelor’s degree in Human Resources, Business Administration, or a related field and/or equivalent years of relevant experience. This position is required to work out of the Lexington office with occasional travel to project sites and/or regional offices, as needed. A hybrid schedule will be considered for the ideal candidate. Additionally, the ideal candidate will display the following: Solutions-oriented mindset with a partnership-driven approach to supporting managers and team members Strong interpersonal and communication skills Able to handle sensitive matters with discretion and professionalism Knowledge of HRIS (UKG) and the interaction with end users Skilled in guiding managers through conversations Comfortable supporting a national, multi-state workforce Adaptable and effective in a fast-paced environment SHRM-CP or PHR certification is a plus The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Requirements

3–5 years of progressive HR experience, preferably in a construction or professional services environment
Bachelor’s degree in Human Resources, Business Administration, or a related field and/or equivalent years of relevant experience
Solutions-oriented mindset with a partnership-driven approach to supporting managers and team members
Strong interpersonal and communication skills
Able to handle sensitive matters with discretion and professionalism
Knowledge of HRIS (UKG) and the interaction with end users
Skilled in guiding managers through conversations
Comfortable supporting a national, multi-state workforce
Adaptable and effective in a fast-paced environment

Nice To Haves

SHRM-CP or PHR certification is a plus

Responsibilities

Serve as the initial point of contact for team member relations matters; conduct initial fact-finding, support investigations, and assist in resolution planning.
Provide day-to-day HR support, ensuring consistent application of policies and best practices across teams.
Advise managers on performance management, corrective action, and the consistent interpretation of company policies.
Manage day-to-day employee relations cases in coordination with the HR Manager, including documentation, follow-up, and communication.
Support the Benefits team in administering FMLA and other leave programs, with an emphasis on return-to-work planning and coordination.
Coordinate and track the interactive process for ADA cases, ensuring timely communication and documentation.
Maintain accurate and organized HR documentation to support compliance efforts and assist with audits or legal inquiries as needed.
Review and update job descriptions in partnership with the HR Coordinator and Compensation Consultant to ensure alignment with roles and regulatory requirements.
Collaborate on organizational development initiatives, including coaching plans, policy reviews, and team member engagement efforts.
Assist with internal HR programs such as reviews, compensation cycles, and engagement initiatives
Respond to team member questions and concerns escalated beyond the HR Assistant or HR Coordinator.
Contribute to the design and implementation of process improvements that enhance team member experience and HR operations.
Perform other duties and projects as assigned.