HR Business Partner

Quanta Infrastructure Solutions Group, LLC•Houston, TX

5d•Hybrid

About The Position

At QISG, The HR Business Partner (HRBP) is a strategic advisor to operations leaders in a project-driven engineering, procurement, and construction (EPC) business. The HRBP aligns people strategy with project delivery, partnering with leadership to staff projects, retain critical talent, manage employee relations, and keep the workforce safe, compliant, and productive across office and field environments.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; equivalent combination of education and progressive HR experience may be considered in lieu of a degree
4+ years of progressive HR generalist or HR business partner experience required
Prior experience in an EPC, construction, energy, utilities, or project-driven environment strongly preferred
Demonstrated experience managing complex employee relations matters, including investigations, performance management, and terminations
Experience supporting geographically dispersed, multi-site, or project-mobilized workforce
Strong working knowledge of federal and multi-state employment law and HR best practices
Proven ability to build credibility and influence with senior leaders and operations managers in a fast-paced, project-driven environment
Exceptional judgment, discretion, and ability to navigate sensitive and confidential matters with professionalism
Strong analytical skills with the ability to interpret HR data and metrics to drive decisions and communicate insights to business leaders
Effective communicator (written and verbal) with the ability to tailor messaging for diverse audiences from field workers to executive leadership
Proficiency with Microsoft Office Suite; experience with HRIS platforms (Workday, SAP SuccessFactors, or similar) required
Ability to manage competing priorities, meet deadlines, and operate with agility in a dynamic, high-growth environment

Responsibilities

Serves as the primary HR advisor to assigned leaders, translating business and project specific goals into workforce plans
Consults on organizational design, project mobilization and demobilization, and succession planning for key roles
Uses workforce data (turnover, overtime, time-to-fill) to identify risks and recommends action
Partners with Talent Acquisition on forecasting and staffing for job openings as project awards and schedules change
Supports campus and experienced-hire strategies, including relocation, per diem, and assignment-based staffing for remote and rotational projects
Guides offer structures and internal mobility to retain talent as projects wind down
Advises managers on coaching, performance, discipline, and conflict resolution; leads fair, well-documented workplace investigations
Promotes respectful, inclusive worksites and responds to harassment, safety-related, and retaliation concerns
Applies compensation structures, salary bands, and incentive programs consistently; supports compensation cycles
Advises on per diem and travel-pay practices
Facilitates performance and talent reviews and development planning for assigned groups
Ensures compliance with federal, state, and local employment law (FLSA, FMLA, ADA, Title VII, WARN, I-9/E-Verify) and federal contractor requirements (OFCCP affirmative action, EEO-1, VEVRAA)
Partners with Safety/HSE on incident response, return-to-work, workers' compensation, and fitness-for-duty practices
Maintains accurate employee data and support audits, agency charges, and client or prime-contractor workforce requirements
Drives retention and engagement efforts across geographically dispersed teams and multi-employer project sites
Supports leadership development, training programs, and onboarding for new hires and project transfers
Adheres to and champions internal standards, policies, safety protocols, and quality procedures
Performs special projects and completes additional responsibilities as assigned