HR BUSINESS PARTNER MANAGER

Nox Group • Phoenix, AZ

1d • Onsite

About The Position

The HR Business Partner Manager supports the leadership team in building a culture rooted in engagement, inclusion, and shared values across a growing workforce. The role creates and supports employee experience initiatives, develops and owns HR processes, leads a team of HR Business Partners, promotes consistent HR practices, and serves as a point of contact for field and office staff.

This position supports job sites in Reno, Nevada. It requires working at a job site at least four days per week, occasional early mornings and late nights, and flexible interstate travel to supported job sites. The manager must be comfortable working in both an office and a job trailer in a construction environment, and must be available on call for field teams.

The role is safety sensitive; applicable policies, including drug testing and background checks, apply.

Requirements

• At least 5 years of progressive HR experience.
• Highly proficient in the Microsoft Office Suite.
• Able to handle sensitive and confidential information.
• Comfortable speaking publicly to small and medium-sized groups.
• Demonstrated ability to work in a fast-paced, field-based environment.
• Willingness to travel across job sites in Arizona and Nevada.
• Comfortable working in both an office and a job trailer.
• Able to work occasional early hours to align with job site start times.
• Available on call for field teams.

Nice To Haves

• Two years of people leadership experience desired.
• Spanish-English bilingual ability strongly preferred.
• Bachelor’s degree in a relevant field preferred but not required.
• SHRM-CP, SHRM-SCP, PHR, or 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 about performance plans, behavioral concerns, and separations, with attention to fairness and risk mitigation.
• Mentor and guide HR Business Partners on employee relations processes, investigations, and leadership follow-up on action plans.
• Oversee leaves for assigned locations, including ADA, LOA, FMLA, and Fit for Duty processes; maintain awareness of laws, regulations, trends, and statistics, update the leave tracker, and assist HR Business Partners with tracking and implementation of the interactive process.
• Maintain routine jobsite visibility to understand field conditions and workforce sentiment.
• Track and report people-experience metrics, develop culture action plans, support engagement and retention, identify improvement areas, and partner with leadership to reduce gaps.
• Lead regional recognition programs with site leadership.
• Monitor morale and identify workplace concerns or trends; develop action plans to address culture and engagement issues.
• Coach leaders on performance feedback, accountability, communication, team development, and other people-management practices.
• Train and mentor HR Business Partners to strengthen HR knowledge, problem solving, business-priority alignment, and relationship management.
• Train and mentor HR Specialists in facilitation and program management skills.
• Oversee the quality and consistency of performance management systems and address gaps through coaching, training, and process improvements.
• Partner with HR Business Partners to ensure new non-craft employees have effective 30-, 60-, and 90-day onboarding plans focused on performance and cultural alignment.
• Support the HR Specialist with delivery and logistics of New Hire Orientation.
• Collaborate with the broader HR team to update or create learning and development materials.
• Audit new-employee-orientation and learning and development content for accuracy, implementation, and appropriate delivery; seek feedback and recommend improvements.
• Partner with the People Experience Director and business leaders to establish and analyze program effectiveness metrics.
• Host recurring HR meetings with site leadership to share trends, align priorities and initiatives, plan the workforce, and resolve issues.
• Partner with HR Business Partners to identify craft employees ready for future leadership positions and employees who may need corrective performance plans.
• Support newly promoted leaders through training, guidance, and continued follow-up.
• Provide ongoing mentorship and feedback to HR Business Partners, develop their judgment and problem-solving through opportunities and stretch assignments, and remove barriers to their development.
• Maintain familiarity with state and federal employment laws and advise leaders as needed.
• Ensure accuracy of HR data, reporting, and documentation; use data to inform decisions and measure HR effectiveness.
• Create and maintain HR standard operating procedures, evaluate their effectiveness, and make appropriate updates.
• Monitor and audit site-specific retention bonus programs for accuracy.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed