Human Resource Business Partner

Nor Cal Pipeline Services•Plano, TX

7d•Hybrid

About The Position

The HR Business Partner serves as a trusted, on-the-ground partner to leaders and employees across Legacy Utility Group's family of entities - Energy Construction Solutions (ECS), and Guardian Traffic Solutions. This role translates people strategy into day-to-day practice: coaching managers, resolving employee relations issues, supporting talent and performance processes, and ensuring HR programs are applied consistently and fairly across a multi-entity, multi-state workforce. The ideal candidate is approachable and even-keeled under pressure, comfortable in the field as well as the office, and able to balance advocacy for employees with sound business judgment. All team members are expected to embody Legacy Utility Group's core values of Integrity, Teamwork, and Think Big in everything they do.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field required, or equivalent combination of education and experience.
3+ years of progressive HR generalist or HR business partner experience required.
Sound judgment in handling confidential, sensitive, or high-stakes employee situations.
Strong working knowledge of employment law fundamentals (leave, wage & hour, discrimination, and workplace safety basics).
Excellent interpersonal and conflict-resolution skills; able to build trust with employees and managers alike.
Strong written communication skills, including documentation of investigations and corrective actions.
Comfortable managing multiple priorities across several business units and locations.
Proficiency with HRIS platforms (e.g., BambooHR) and Microsoft Office Suite.
Willingness and ability to travel periodically to field and entity locations.

Nice To Haves

Experience supporting a multi-entity, multi-state, or field-based workforce strongly preferred.
Experience in construction, utility, or trades environments, including exposure to prevailing wage or certified payroll considerations, is a plus.
SHRM-CP, PHR, or equivalent certification preferred.

Responsibilities

Serve as the first point of contact for employees and managers on day-to-day HR questions, conflicts, and concerns.
Conduct thorough, well-documented investigations into employee complaints and policy violations.
Coach managers on performance issues, corrective action, and difficult conversations, ensuring consistency across entities.
Partner with People team leadership on escalated or higher-risk employee relations matters.
Support the annual performance review cycle, including manager training, timeline tracking, and quality checks on written feedback.
Partner with hiring managers on job postings, interview coordination, and offer processes for assigned entities.
Assist with onboarding execution, ensuring new hires receive a consistent, well-organized start experience.
Identify trends in turnover, engagement, and performance data and flag emerging risks to leadership.
Apply company policy consistently, escalating gaps or inconsistencies for resolution.
Maintain accurate, audit-ready documentation for employee relations cases, leaves, and corrective actions.
Support multi-state compliance efforts, including required postings, training, and recordkeeping.
Partner with Compliance and Safety on matters that intersect with HR (incidents, DOT-related issues, certified payroll workforce questions).
Act as a visible, trusted presence for field and office employees, building relationships that encourage early, honest communication.
Support culture and engagement initiatives, including participation in Culture Committee activities as needed.
Help translate company-wide HR communications into terms relevant to each entity's operations.