HR BUSINESS PARTNER

Nox Group•Pecos, TX

14h•Onsite

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 Human Resources Business Partner (HRBP) serves as a day-to-day HR presence for employees and field leadership, handling frontline questions, full cycle employee relations concerns, and routine investigations. This role is focused on pattern recognition — identifying trends of teams and partnering with the HR Manager to devise support action plans. The HRBP is a trusted, accessible resource for the workforce and a reliable signal-sender to HR leadership. This role is located in Pecos, Texas, and the candidate is required to be on-site full time, with occasional on-call support outside of working hours. We will be offering up to $1,850 per week in per diem in addition to base and bonus pay.

Requirements

2–3+ years of HR experience, with direct exposure to employee relations, investigations, or HR generalist work.
Proven ability to handle sensitive and confidential information with discretion.
Strong active listening and de-escalation skills; able to hold difficult conversations calmly and fairly.
Ability to recognize patterns across individual cases and connect them to broader team or cultural dynamics.
Comfortable with high visibility in field or job site environments.
Highly proficient in Microsoft Office Suite.
Bi-lingual in Spanish/English required.

Nice To Haves

Bachelor’s degree in a relevant field.
SHRM-CP/SCP or PHR/SPHR certification.

Responsibilities

Serve as the first point of contact for employee inquiries on HR policies, pay, leave, conduct expectations, and general workplace concerns; resolve or route appropriately.
Conduct initial fact-gathering on employee relations matters — disputes, behavioral concerns, policy violations — and manage resolution for low-to-moderate complexity cases independently.
Provide hands-on guidance to leadership on writing effective coaching documentation and ensure proper submission of separation requests in alignment with company policies.
Support the performance management process by helping leaders stay on track with evaluation timelines, use of tools, and basic performance documentation requirements.
Escalate complex, sensitive, or high-risk matters (e.g., harassment, termination-level conduct, legal exposure) to the HR Manager with a clear summary of facts gathered.
Document all ER interactions, investigations, and resolutions consistently and accurately in the appropriate HR systems.
Support corrective action processes by guiding field leaders on documentation standards, progressive discipline, and submission requirements.
Stay informed of HR policies, changes, and procedures; serve as a communication bridge between jobsite employees and the People Experience team.
Support People Experience initiatives, such as training, recognition, wellness, etc. in various engagement activities.
Assist with leave identification (FMLA, ADA, LOA, Fit for Duty); assist with triaging to People Operations department and partnering with HR Manager on facilitating ADA, LOA, and Fit for Duty claims.
Track recurring ER themes — complaint types, conflict hotspots, turnover drivers, recognition gaps — and report findings to the HR Manager on a routine cadence.
Identify early warning signs of culture drift or engagement risk at the site or team level and document observations with enough context for the HR Manager to act.
Maintain jobsite visibility to stay connected to frontline sentiment; be present enough that employees see ER support as accessible, not reactive.
Reinforce company values and behavioral expectations through daily interactions with field teams and site leadership.
Answer general HR questions accurately and promptly — benefits, pay practices, time off, onboarding, policies — and know when to defer or escalate.
Stay current on company HR policies, procedures, and any regulatory changes that impact the workforce; serve as a reliable communication bridge between the field and the People Experience team.
Support onboarding by reinforcing early engagement touchpoints and flagging concerns during the first 90 days.
Support HR initiatives, such as performance reviews and surveys by tracking completion, answering basic questions, and guiding people to various company resources.
Assist with training delivery, tracking, and gap identification as needed.