HR Business Partner II/III

External Dennis Group Jobs•Salt Lake City, UT

About The Position

The HR Business Partner (HRBP) provides day-to-day HR support to leadership and managers across engineering, architectural, and construction teams. The role focuses heavily on employee relations and compensation administration, including workplace issues, conflict resolution, market benchmarking, and salary structure maintenance in a fast-paced AEC environment. The HRBP partners with office and department leaders on operational HR needs, staffing adjustments, and team management; advises managers on supervision, performance, and team challenges; and keeps the Director of HR informed about workforce risks, team dynamics, and operational issues across regional offices and site teams. The role also tracks basic HR metrics such as turnover, compensation trends, and headcount. The position conducts employee relations investigations, supports performance documentation and improvement plans, oversees onboarding and offboarding, and maintains compliance with employment laws, workplace safety guidelines, and company policies. It also maintains job descriptions and compensation structures, coordinates the annual performance bonus review process, conducts market pricing and salary benchmarking, and administers discretionary bonuses, profit-sharing entries, and routine pay adjustments. Dennis Group plans, designs, engineers, and builds food plants for major brands. It has focused exclusively on the food and beverage industry for the past three decades. The company offers competitive compensation commensurate with experience and comprehensive employee benefits.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.
At least 6 years of hands-on HR experience, with direct responsibility for employee relations and compensation support.
Prior experience working in an AEC (Architecture, Engineering, Construction) or professional services firm.
Practical experience managing workplace investigations, coordinating annual salary and bonus processes, and applying market pay ranges.
Hands-on experience using HRIS software such as UKG Pro and project/ERP systems such as Deltek Vantagepoint.
Proficiency in Excel for data entry, compensation tracking, and basic reporting.
Strong communication, listening, and problem-solving skills, with a practical approach to resolving workplace matters.
High discretion, fairness, and attention to detail.

Nice To Haves

PHR, SHRM-CP, or related HR certification.

Responsibilities

Partner with office and department leads to support daily operational HR needs, staffing adjustments, and team management.
Provide routine guidance and coaching to managers on supervisory skills, employee performance, and day-to-day team challenges.
Keep the Director of HR informed about emerging workforce risks, team dynamics, and operational issues across regional offices and site teams.
Track and report HR metrics, including turnover rates, compensation trends, and headcount across billable and non-billable roles.
Conduct prompt, thorough employee relations investigations involving workplace conduct, interpersonal disputes, performance issues, or site-related concerns, escalating high-risk matters to the Director of HR.
Assist managers with drafting and delivering performance feedback, documented warnings, and Performance Improvement Plans (PIPs).
Oversee onboarding, offboarding, and departure administration across regional offices and job sites.
Maintain compliance with federal, state, and local employment laws, workplace safety guidelines, and company policies.
Maintain and update job descriptions, salary ranges, and compensation structures for technical AEC roles.
Coordinate the operational execution of the annual performance bonus review cycle, including tracking Lead inputs, organizing evaluation scores, and preparing data sheets for leadership review.
Conduct market pricing comparisons and salary benchmarking against regional AEC standards.
Administer discretionary bonus distribution, profit-sharing entries, and routine pay adjustments in accordance with established guidelines.