Human Resources Business Partner, Client Management

GeoStabilization International • Westminster, CO

9d • Hybrid

About The Position

This position is both a strategic partner to critical business leaders as well as an operational HR manager for the departments it supports. As a strategic business partner, it will be involved in helping determine the right talent programs to enact GSI’s rapid growth and transformation. It is also a thoughtful operational expert able to execute on HR programs and processes and ensure a positive employee experience. It will be a part of a small, nimble, and fast paced, growing People & Talent (HR) team; able to both collaborate effectively and execute decisions autonomously. This role will help integrate acquisitions into the Soil Nail Holdings companies.

Requirements

• 7+years’ experience in HR, preferably with prior experience in an engineering led organization (Civil, Geotechinical, Mechanical or Structural Engineering) a plus (but not required).
• A completed bachelor's degree from an accredited university.
• Demonstrated ability to understand business goals and experience using that understanding to recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.
• Experience with rapidly and complex changing work environment, and the ability to work efficiently and with nimbleness.
• Experience coaching and mentoring at Senior Leader level with demonstrated ability to influence decision making at multiple levels.
• Collaborative mindset with a strong drive to create a positive work environment.
• Ability to apply systems thinking & lean methodologies to conceptualize & build highly effective new processes and programs.
• Comfort with high volume workload and the ability to move from strategic to tactical quickly to achieve objectives.
• Strong internal customer service skills demonstrated by responsiveness, empathy and solution orientation.
• Passion for creative HR solutions and continuous process improvement.
• Excellent organizational and interpersonal skills.
• Ability to work with and/or quickly learn multiple technologies and tools (Microsoft office, HRIS products, etc.)
• Results Orientation : Passionate about goals and demonstrates a bias for action and results. demonstrates a sense of urgency. Makes progress in ambiguous situations. Is relentless and resourceful. Works around barriers. Translates strategies into plans with goals, accountabilities, timetables, and measures. Executes plans and meets short- and long-term objectives.
• Influencing : Negotiates by effectively exploring alternatives and positions to reaching outcomes that gain the support and acceptance of all parties. Maintains an awareness of goals and objectives and navigates solutions towards desired ends, while maintaining relationships and supporting consensus.
• Systems Thinker : Codifies data to detect trends and issues in the data and information in a logical and factual manner. Identifies a number of solutions to complex problems integrating findings from several different disciplines, identifies and evaluates the various options developed and selects the most effective solution.
• Proactive Leader : Anticipates possible problems and develops contingency plans in advance of issues arising. Notices trends in the industry or marketplace and develops plans to prepare for opportunities or problems. Anticipates the consequences of situations and plans accordingly. Anticipates how individuals and groups will react to situations and information and plans accordingly.
• Strategic Thinking : Able to take concepts and understand their practical application (e.g. talent & culture implications of business strategy). Organizes, informs and supports resources to achieve goals. Able to integrate diverse ideas and multiple perspectives, e.g. cross-functional, cross-cultural inputs.

Nice To Haves

• MBA or MS in Human Resources management is a plus.
• GPHR, SPHR or PHR certification is preferred.
• 7+years’ experience in HR, preferably with prior experience in an engineering led organization (Civil, Geotechinical, Mechanical or Structural Engineering) a plus (but not required).

Responsibilities

• Transform and optimize the PTBP function by modernizing and refining processes and activities aligned toward achieving strategic objectives.
• Serve as a thought partner and change agent to the Client Management (commercial/sales)leadership team to build highly effective talent strategies including organizational design, workforce & succession planning, role definition, career development, compensation, management & leadership coaching, change management, and growth.
• Together with your stakeholders, you will create innovative people strategies for your teams using system thinking to transform People & Talent programs and/or build new programs in support of business goals.
• Advises leadership team within the organization.
• Provides coaching; insightful, innovative thought leadership; and problem-solving on critical human resources and business issues
• Partner with Leadership, Talent Acquisition, Learning & Development and Total Rewardsto build and sustain high performing teams within Client Management.
• Leverage business acumen, financial data and market trends to inform the people strategy.
• Analyze trends & use data to help develop people programs and influence change to make teams more effective.
• Act as a change agent as the business continues to scale with the goal of providing mission-driven customer and employee experience.
• Leads and sponsors organizational and cultural change by developing strategic and innovative ways for the organization to be more effective.
• Provide executive coaching and leadership development.
• Gain deep knowledge on the unique talent challenges of the Client Management department and work with leaders and team members to address them.
• This will include refining or creating new career pathing/ job definition, retention strategies, partnering with Learning & Development to shape onboarding plans, and anything else related to retaining and engaging our talent.
• Build effective processes & programs to evaluate & monitor employee engagement.
• Understand employee satisfaction and engagement, and work with leaders to develop action plans to address perceived gaps.
• Identify trends and themes across the team and recommend modifications to existing talent programs and processes or, in some cases, the creation of new ones.
• Analyze and use data to guide decisions, in addition to what you know from being embedded within the team.
• Consistently monitors talent needs and pipeline and works with others to develop workforce and talent plans to meet the evolving short-term and long-term talent needs.
• Help partner with leaders to refine sourcing strategies, recruit and interview talent for key roles.
• Help develop and evolve workplace policies and practices in a way that scales growth of the business.
• Provide growth and development to a team of HR Generalists who operate in a matrix environment supporting the PTBPs on operational needs for various clients.
• Provide feedback to People & Talent Specialists (Total Rewards, Talent Acquisition, Learning & Development, etc.) in the development of P&T programs and practices and adapt said programs to fit the needs of the business.
• Help uncover performance and capability gaps and work with leaders to implement action plans to address.
• Respond to employee concerns or escalations and conduct workplace investigations with a high degree of ethics.
• Use data (exit surveys, engagement results, and other reports) to identify Employee Relations issues prior to escalating and implement solutions to ensure workplace satisfaction.

Benefits

• Great medical, dental, and vision insurance options with additional programs available when enrolled
• Mental health benefits
• 401(k) plan to help save for your future including company match
• In addition to 7 observed holidays, salaried team members have flexible paid time off, hourly team members receive 10 days paid time off per year
• Paid parental leave
• Employee Ownership

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 251-500 employees