HR Business Partner

Vulcan Materials Company•San Diego, CA

74d•$115,000 - $130,000•Onsite

About The Position

The HR Business Partner serves as a business partner to operations and sales management, supporting the Western Division in Southern California across up to 10 locations from Escondido to Chula Vista. The position has full generalist responsibilities, with an emphasis on employee and labor relations, and receives administrative support from regional Human Resources. It supports business initiatives, company and divisional policies, HR processes and projects, and compliance with employment laws. The role is mostly field-based, working in and around the covered locations, and is a member of the Division’s leadership team. The HR Business Partner advises leaders on organization effectiveness, supports change initiatives, helps address employee-relations matters, and contributes to hiring, employee satisfaction, recognition, succession planning, acquisitions, and productivity efforts. Labor-relations duties include collective bargaining agreement administration, management training, union-representative engagement, and support for contract negotiations. The estimated travel requirement is 75% to 80%, primarily day travel, with overnight stays very limited. The company describes its culture as focused on excellence, trust, teamwork, open-mindedness, communication, safety, meaningful work, and employee development.

Requirements

At least five years of experience in a Human Resources or Organization Development career track.
At least two years of experience in labor contract negotiations and contract administration or grievance handling.
General knowledge of EEO, FLSA, and OFCCP laws and regulations, and understanding of employment laws, rules, and regulations.
Knowledge and understanding of employee relations.
Unquestioned personal and professional integrity.
Ability to establish credibility with and influence leadership.
Excellent verbal and written communication skills, effective listening, and ability to interact with all levels of personnel.
Ability to use computerized equipment and technology.
Proficiency with Microsoft Office Suite, Google, Oracle Business Environment, and other software relevant to the position.
Ability to take a position assertively, build consensus when appropriate, solve problems creatively, and act as an agent of organizational change.
Sound business judgment and ability to diagnose organizational and employee issues affecting performance and effectiveness.
Ability to develop communications that promote employee commitment and support for company goals.
Conflict and dispute resolution skills, including the ability to constructively address delicate issues.
Solid presentation skills and ability to work effectively with people from different cultures and backgrounds.
Ability to lead and communicate the importance of diversity and inclusion.
Understanding of individual and group reward and recognition strategies that motivate productivity.
Team-oriented approach, adaptability, and openness to constant change.
Ability to meet an estimated travel requirement of 75% to 80%, mostly day travel.

Nice To Haves

Bachelor’s degree in Human Resources, Industrial Relations, Business Administration, or a related field, or equivalent work experience is desired.
Advanced degree is an advantage.
SPHR or equivalent professional certification preferred.
Experience in an industrial environment preferred.
Working knowledge of the heavy industrial business is an advantage.
Bilingual ability preferred.

Responsibilities

Advise regional leadership, managers, and supervisors on organizational obstacles and develop strategies to improve effectiveness.
Work with managers to improve their effectiveness through appropriate techniques and strategies.
Participate as a member of the Division’s leadership team and in leadership planning initiatives.
Influence and help lead change in response to company and division initiatives.
Partner with regional leadership and plant managers to prevent and resolve employee-relations issues.
Assist with acquisitions and growth initiatives involving human resources and organizational issues.
Partner with hiring managers during interviews, provide objective HR feedback, and coach them on interview practices, compliance, and evaluation.
Identify employee-satisfaction concerns and develop strategies to improve satisfaction across the Division.
Review and recommend strategies and concepts for rewarding and recognizing employee and team performance.
Support managers in succession planning and talent-pool development; identify backup candidates for key positions and serve as the corporate contact for internal candidates in the Division.
Identify technologies and best practices to reduce costs and improve productivity through effective use of human resources.
Represent the Division on assigned company-wide project teams.
Use relevant technologies, including UKG, Oracle, and PeopleSoft, to carry out responsibilities.
Administer collective bargaining agreements, including interpretation, grievance processing, and dispute resolution, in collaboration with the HR Manager and Labor Relations Manager.
Conduct labor-relations training for managers and supervisors on consistent application of company policies and collective bargaining agreements.
Serve as a point of contact for union representatives and foster professional labor-management relationships.
Support labor contract negotiations through data gathering, proposal preparation, and participation in bargaining sessions.