HR Business Partner Manager

Nox Group•Phoenix, AZ

3d•Hybrid

About The Position

At Nox Group, we are dedicated to humanizing construction as one of the fastest-growing industrial enterprises in the US. Nox Group owns and operates Corbins, RMCI, Nox Innovations, and Construction Labels, and our teams set the standard as industry leaders. As we continue to expand our reach nationwide, we seek people who are passionate about personal growth and eager to make a positive impact throughout the industries and communities we serve. We prioritize our people, our partners, and our relationships. Start your journey today and join our skilled team. The HRBP Manager supports our leadership team in driving a culture rooted in engagement, inclusion, and shared values across a growing and dynamic workforce. This role focuses on creating and assisting with employee experience initiatives, developing and owning HR processes, and leading a team of HR Business Partners. The HRBP Manager will help ensure consistency in HR practices and serves as a reliable point of contact for field and office staff, contributing to an engaged and supportive work environment. This role will be supporting our West job sites, which right now include Arizona and Nevada. While this person would be based in Arizona, frequent travel to Nevada would be required. Frequency can be reviewed, but at a minimum would need to be a few days per month.

Requirements

4+ years of progressive HR experience, with a desired 2 years of people leadership experience.
Highly proficient in Microsoft Full Office Suite.
Bi-lingual in Spanish/English is strongly preferred.
Must be able to handle sensitive and confidential information.
Comfortable with public speaking in small to medium sized groups.
Proven ability to navigate in a fast-paced, field-based environment.
Willingness to travel across various in state (AZ/NV) job sites; Comfortability working out of an office and a job trailer (dual work environments); Commitment to occasional early hours (to align with job site start times); Availability to be on call for field teams

Nice To Haves

Bachelor’s degree in a relevant field preferred but not required.
SHRM-CP/SCP or PHR/SPHR certification preferred.

Responsibilities

Serve as the primary escalation point for complex employee relations matters, including investigations, policy interpretation, conflict resolution, and corrective action strategies.
Lead sensitive conversations such as performance plans, behavioral concerns, and difficult separations, ensuring fairness and risk mitigation.
Mentor and guide HR Business Partners on employee relation tasks, helping them navigate appropriate process flow, sound investigation practices, and follow up with leadership on action plans.
Oversee leaves of assigned locations (ADA/LOA/FMLA/Fit for Duty) by knowing laws/regulations, general trends, stats, updating leaves tracker, and assisting HR Business Partners in tracking and implementation of an interactive process.
Maintain a deep understanding of field conditions and workforce sentiment by maintaining routine jobsite visibility.
Track and report out on people experience metrics and use those metrics to generate culture action plans designed to boost engagement, retain employees, find areas of needed improvement and partner with leadership to reduce gaps.
Lead regional recognition programs in partnership with site leadership.
Monitor team morale and identify trends or recurring workplace concerns, and create action plans to help leadership stay ahead of potential issues related to culture or engagement.
Coach leaders on people management best practices, including performance feedback, accountability, communication, and team development.
Train and mentor HR Business Partners to strengthen their HR acumen, problem solving approach, priority alignment to business needs, and relationship management.
Oversee quality and consistency of performance management systems and partner with leadership and HR Business Partners to close gaps through coaching, training, and process improvements.
In partnership with HR Business Partners, ensure all new non-craft employees have effective 90-day onboarding plans, with an emphasis on performance and cultural alignment at 30-60-90 days.
Assist in the design and implementation of learning and development tracks, monitor effectiveness, and follow up with cohorts and their leaders on learning outcomes.
Host recurring HR meetings with site leadership with the intention of sharing trends, aligning priorities and initiatives, workforce planning, and resolving issues.
In partnership with HR Business Partners, host meetings to identify craft employees who are ready for future leadership positions and/or who are struggling with performance and need corrective plans.
Assist newly promoted leaders on role comfortability via training, support, and continuous follow up.
Provide continuous mentorship for HR Business Partners by giving routine feedback (formally and informally), helping them own HR partnership for their client groups by giving ample opportunity to exercise good judgement and problem solving, supporting their development by giving stretch assignments, and clearing stop gaps that make it difficult to reach their full potential.
Maintain familiarity with state and federal employment laws, and advise leaders as needed.
Ensure accuracy of HR data, reporting, documentation; use data to drive decisions and measure HR effectiveness.
Create and maintain HR SOPs, continually evaluating effectiveness and making updates and appropriate.