HR Business Partner- Havenside

Omicelo•Pittsburgh, PA

14d•Onsite

About The Position

Reporting to the SVP, Head of People, the HR Business Partner is the embedded people leader for Havenside. The role turns Havenside's business objectives into people strategy and is accountable for the manager and employee experience across office and field teams. It owns the relationship with Havenside's leadership team end to end. This is a strategic and advisory role by design. The HR Business Partner focuses on the business partnership and is accountable for people outcomes across Havenside, from workforce planning and talent acquisition to performance, employee relations and culture. Most payroll and benefits administration is handled through Havenside's PEO, which the HR Business Partner manages as a partner. Much of Havenside's workforce is in the field. The role therefore requires regular, visible presence in the office and at regular crew meetings as needed.

Requirements

Five or more years of human resources experience, including two or more in a business partner, or directly aligned, capacity.
Experience supporting and hiring an hourly, field-based or skilled trades workforce in construction, home services, field services, manufacturing, logistics or a similar environment.
A demonstrated record of partnering with senior operating leaders on business problems rather than administering process to them.
Sound working knowledge of employment law, enough to identify risk and know when to escalate. This includes FLSA, the Pennsylvania Minimum Wage Act, the Pennsylvania Wage Payment and Collection Law, FMLA, ADA, workers' compensation, FCRA and worker classification.
Demonstrated capability leading organizational change, ideally in a growing or private equity–backed business.
Experience partnering with a PEO or outsourced provider for payroll, benefits and related administration is ideal.
A valid driver's license and reliable transportation for local travel.

Nice To Haves

A bachelor's degree in HR, business or a related field
PHR, SPHR, SHRM-CP or SHRM-SCP certification

Responsibilities

Partner with Havenside's leadership team to translate business objectives into workforce and people strategy, including field capacity against project backlog, seasonal demand and expansion into new counties and states.
Advise on organizational design, including crew structure, supervisory spans, and the Customer Experience, Construction and Operations, and Sales teams. Recommend structural change to the Head of People for approval.
Write and maintain job descriptions across Havenside. For field and warehouse roles, clearly document essential functions and physical requirements.
Advise on the Havenside workforce plan: headcount forecasting, role sequencing, cost implications, and the balance between employed installers and subcontracted capacity.
Support integration, restructuring and change efforts within Havenside, including new service lines and market expansion.
Own the recruiting strategy and candidate pipeline for Havenside, including high-volume hiring for installers, skilled trades, warehouse, scheduling and customer care roles.
Build durable sources for trades talent, such as vocational and technical schools, apprenticeship programs, trade associations and employee referrals.
Partner with hiring managers on role definition, evaluation criteria, interview structure and selection decisions, including practical skills assessments for trade roles.
Conduct proactive outreach for critical and hard-to-fill roles, such as licensed trades, experienced lead installers and in-home project managers.
Set pre-employment screening standards with the Head of People and counsel: background checks, motor vehicle records for driving roles, and drug testing where applicable. Standards must reflect that employees work inside customers' homes, including homes of older adults and people with disabilities, and must comply with FCRA and Pennsylvania law.
Own the candidate experience and closing strategy. Make or recommend offer decisions within approved parameters.
Run the performance management cycle within Havenside using the enterprise framework, adapted for field and hourly roles. Coach managers through goal setting, feedback and calibration.
Build skills-based career paths for field roles, such as helper to installer to lead installer to supervisor.
Partner with Operations/Compliance to ensure required certifications are obtained and maintained, including EPA lead-safe (RRP) and manufacturer certifications for accessibility products.
Conduct the Havenside talent review and build development plans for identified talent.
Identify leadership development needs, with particular focus on crew leads and first-line supervisors and managers.
Facilitate delivery of the enterprise management curriculum within Havenside.
Partner with Sales leadership on incentive and commission plan design for in-home project managers. Ensure plans are clearly documented and consistently administered.
Coach managers on people decisions, difficult conversations and team effectiveness.
Investigate and resolve employee relations matters within Havenside, exercising judgment on severity, remedy and escalation. This includes customer complaints about employee conduct in the home.
Advise managers on performance concerns, corrective action and separation decisions.
Apply sound judgment on wage-and-hour matters for the non-exempt field workforce, including overtime, travel and drive time, and exempt versus non-exempt classification.
Advise on independent contractor and subcontractor classification risk, including under the Pennsylvania Construction Workplace Misclassification Act.
Guide managers through the ADA interactive process, FMLA and workers' compensation return-to-work. Coordinate with the PEO on claims and documentation.
Partner with Operations and safety leadership to reinforce safety expectations and hold people accountable where incidents involve conduct or policy violations.
Interpret and apply policy to specific situations. Recommend policy changes to the SVP, Head of People where application reveals a gap.
Determine when a matter requires escalation to the SVP, Head of People or outside counsel.
Own engagement, retention and the day-to-day expression of fair treatment within Havenside, with particular focus on retaining skilled installers.
Diagnose cultural and morale issues across office and field teams using engagement, stay interview, turnover and exit data. Bring evidence-based recommendations to SVP, Head of People and Havenside leadership.
Serve as the visible people presence for Havenside employees in the office, the warehouse and the field.