HR Business Partner

RK Industries•Denver, CO

23h

About The Position

Be the HR Business Partner with real influence—embedded with our Mission Critical business unit and partnering directly with leaders to shape culture and solve tough people challenges. Bring a practical, roll-up-your-sleeves approach, and a company that builds careers for the long haul. RK Company Overview RK Industries is a second-generation family-owned company led by brothers Rick and Jon Kinning. With seven specialized business units working together, we deliver construction, fabrication, manufacturing, and building services with a focus on safety, quality, and craftsmanship. People join RK for the craftsmanship, complexity, and the ability to make a real impact. Our in-house capabilities mean employees see their ideas become real solutions, creating meaningful collaboration and clear visibility into how work gets built. Growth happens through challenging projects, mentorship from experienced builders, and opportunities that stretch your skill set. With RK University, accredited apprenticeships, competitive benefits, and deep community investment, RK offers the stability of a family-owned company with the opportunity and momentum of an industry leader. Position Summary The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a strategic consultant to management and employees on human resources-related issues. The successful HRBP will act as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs, communicating proactively with our HR department and business management.

Requirements

Bachelor’s degree required.
5+ years HR experience with at least 3 years’ experience partnering with leaders.
Thorough knowledge of human resources practices including employee relations, federal and state respective employment laws , organizational design, talent management, and culture/change management.
Demonstrated ability to use sound judgment in decision-making.
Excellent communication skills.
Ability to analyze and synthesize key insights gleaned from ER data and analytics.
Strong ability to build relationships across stakeholders to drive and deliver human resources strategy.
Proven ability to balance multiple priorities, partners, and work streams.
Strong internal customer service skills demonstrated by responsiveness, empathy and solution orientation.
Collaborative mindset with a strong drive to create a positive work environment.
Ability to comprehend, interpret, and apply applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.

Nice To Haves

Master's degree a plus.
SHRM-CP, SHRM-SCP, PHR or SPHR certification preferred, not required

Responsibilities

Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of the business.
Deliver consultation, facilitation and resolution strategies for workplace issues raised by employees or people managers.
Conduct, or participate in, frequent and regular meetings with respective business units, providing HR guidance when appropriate.
Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
Identify and analyze employee relations matters, and recommend appropriate employment action to maintain continuity of approach, achieve optimal performance, and minimize risk.
Facilitate new hire orientation.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
Provide day-to-day performance management guidance to line management (coaching, counseling, career development, compensation and disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Assist in communications between employees and people managers, providing guidance and clarification of company policies and procedures.
Provide guidance and input on business unit restructures, workforce planning and succession planning.
Identify training needs for business units and individual needs. Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
Drive retention through engagement with a continuous focus on culture of teams and management capability.
Formulate partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization.
Utilize a data-driven approach to deliver a strategy that drives improvements to the employee experience, builds healthy, long -term relationships between the company and employees, and reduces people-related risk.
Maintain an effective level of business literacy about the business unit’s financial position, its future plans , its culture and its competition.