HR Business Partner

Balfour Beatty

12d•$100,000 - $130,000•Hybrid

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to the business within an assigned region. This role is responsible for the consistent execution of HR policies and practices, employee relations, compliance, training, benefits, ADA interplay, and workforce initiatives. The HRBP builds trusted relationships with leaders and employees at all levels, coaches managers through complex employment decisions, and ensures compliance with federal, state, and local employment laws while promoting a positive, inclusive, and high-performing workplace culture.

Requirements

Bachelor’s Degree in Human Resources, Labor Relations, Business, or related field
PHR/SPHR recommended.
California HR Certification highly recommended.
Five years’ experience in Human Resources Management in multi-state, multi-location portfolio of business with responsibilities for exempt, non-exempt and hourly demographics.
Valid driver’s license and safe driving record.
Labor relations experience is strongly preferred.
Demonstrated experience and job knowledge in federal and state employment laws
Proficiency in MS Office products.
Proven HR management experience
Excellent presentation and interpersonal skills
Ability to travel at minimum 75% of the time.

Nice To Haves

PHR/SPHR recommended.
California HR Certification highly recommended.
Labor relations experience is strongly preferred.

Responsibilities

Serve as the primary HR point of contact for employees and leaders within the assigned region.
Build strong, credible relationships across all levels of the organization while maintaining neutrality, confidentiality, and alignment with company values.
Coach and influence leaders through difficult and sensitive employment decisions using sound judgment and emotional intelligence.
Travel up to 75% to conduct site visits to engage with employees and leadership, participate in daily operations while onsite, handle employee relation matters, and support initiatives such as town halls, onboarding, benefits open enrollment, and team meetings.
Partner with leadership to develop and implement employee engagement, retention, and workforce development initiatives. To include site action plans aligned to business objectives.
Provide guidance and support on employee counseling, corrective actions, performance management, and terminations.
Act as the point of governance and controls of all delivered written warnings. Participate in progressive discipline conversations with line managers and all termination meetings as required.
Employee Relations advocate and investigator. Responsible for conducting and managing case load of all employee investigations assigned, which may include in-person and at times virtual interviews, in accordance with established protocols. Employee Mediation when required
Review exit interviews and resignation letters to identify trends and opportunities for improvement.
Support culture and inclusion initiatives and foster organizational justice and an inclusive work environment.
Ensure compliance with all federal, state, and local employment laws and company policies across a multi-state, multi-location workforce.
Conduct audits of HR policies, procedures, and site-level compliance (e.g., postings, personnel files) and recommend updates or new policies as needed.
Learn, interpret, communicate, and enforce internal HR and Company policies, procedures, and compliance requirements, ensuring consistent application and appropriate escalation of issues when necessary.
Investigate employee concerns and ethics or compliance matters; escalate issues appropriately in partnership with HR and Compliance leadership.
Maintain accurate documentation, records, and reporting related to employee matters and investigations.
Partner with Payroll to ensure accurate and compliant pay practices, including knowledge of wage and hour laws, paid leave requirements, and timekeeping policies.
Support Leaves of Absence communication, partnering with Benefits team to stay up to date on leaves of absence and return-to-work statuses for employees in assign region.
Collaborate with Talent Acquisition on recruiting strategies and hiring efforts.
Review and evaluate workplace ADA accommodations in partnership with Operations. Lead and complete the ADA reasonable accommodation/interactive processes for employees in assign region.
Administrative Support to include approvals and audits to personnel action forms (PAFs) to ensure accuracy.
Serve as a connector between employees, leadership, and HR Shared Services partners: Benefits, Workers Compensation, Payroll, Health & Safety and other stakeholders in the business.
Provide guidance and partnership to leaders on all aspects of performance management, merit planning, and employee development. Ensure consistent application of processes, timelines, and evaluation standards across the organization.
Lead and facilitate training sessions on key HR topics, including compliance, performance management, leadership expectations, and organizational policies. Adapt training approaches to meet the needs of diverse employee groups.
Design and facilitate employee focus groups to gather insights on engagement, culture, and organizational effectiveness. Summarize themes and partner with leaders to develop action plans that address identified opportunities.
Ensure all employee documentation is accurate, complete, and maintained in electronic personnel files and in appropriate trackers. This applies to HR investigations, corrective actions, ADA interactive processes, and other matters within Human Resources span of control.
Complete annual audits of locations for HR compliance and company-required policies and report findings as needed.
Performs other duties as assigned.