Human Resources Business Partner III

Enterprise Electrical•San Antonio, TX

3d•Hybrid

About The Position

Enterprise Electrical is seeking an experienced Human Resources Business Partner III (HRBP III) to serve as a senior HR advisor to operational and functional leaders across the organization. This role partners closely with directors, vice presidents, and business leaders to align workforce strategies with organizational goals, support complex employee relations matters, and drive talent initiatives that strengthen leadership, retention, engagement, and organizational effectiveness. The HRBP III plays a key role in workforce planning, organizational design, performance management, succession planning, and change management across multiple locations and business units. This position serves as a trusted advisor, mentors junior HR professionals, and collaborates with recruiting, compensation, benefits, payroll, safety, and learning teams to deliver consistent, scalable HR solutions that support Enterprise Electrical’s continued growth.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
Equivalent combinations of education, certifications, and progressive HR experience may be considered.
Minimum of four (4) years of progressive Human Resources experience with significant independent business partnership responsibilities.
Experience supporting operational leaders and managing complex employee relations matters.
Demonstrated experience advising senior leaders on workforce planning, organizational effectiveness, talent management, and organizational change.
Experience coaching managers and leaders on performance management, employee development, and workplace issues.
Experience utilizing workforce data and analytics to influence business decisions.
Multi-site construction, skilled trades, manufacturing, industrial, field services, or comparable operational environments preferred.
Advanced knowledge of employee relations, workplace investigations, workforce planning, organizational effectiveness, and employment law considerations.
Ability to assess complex HR situations and determine when specialist resources or legal counsel should be engaged.
Strong leadership coaching, consulting, and influencing skills.
Advanced interviewing, investigative, and conflict resolution capabilities.
Excellent verbal, written, presentation, and executive communication skills.
Ability to navigate ambiguity and balance competing business priorities.
Strong analytical skills with the ability to develop workforce strategies based on business and workforce data.
Ability to build credibility and influence leaders at all levels of the organization.
Experience leading organizational change and workforce transformation initiatives.
Strong organizational, problem-solving, and project management skills.
High level of discretion, professionalism, and sound judgment when handling confidential information.
Ability to travel regularly to field locations and company facilities.
Ability to sit, stand, walk, and operate standard office equipment.
Ability to safely navigate active construction sites.
May occasionally lift and carry items weighing up to 25 pounds.
Desktop and laptop computers.
Human Resource Information Systems (HRIS), including BambooHR or similar platforms.
Microsoft Office Suite (Excel, Word, PowerPoint, Outlook).
Mobile devices and communication tools.
Video conferencing platforms such as Microsoft Teams and Zoom.
Standard office equipment.
Personal protective equipment (PPE) required during jobsite visits.

Nice To Haves

Spanish language proficiency preferred.
SHRM-SCP certification.
SPHR (Senior Professional in Human Resources) certification.
Experience supporting construction, electrical contracting, industrial, manufacturing, or field-service organizations.
Experience supporting rapid organizational growth and workforce expansion.
Experience implementing workforce planning and organizational development initiatives.
Advanced HR analytics and workforce reporting experience.
Bilingual English/Spanish proficiency preferred.

Responsibilities

Serve as a trusted advisor to directors, vice presidents, and operational leaders on workforce strategy, organizational design, talent planning, and leadership effectiveness.
Partner with business leaders to develop workforce plans that align staffing, structure, and organizational capabilities with business objectives.
Provide guidance on role clarity, succession planning, retention strategies, employee development, and organizational effectiveness.
Assess workforce trends and business challenges to proactively recommend HR solutions and risk mitigation strategies.
Lead complex, sensitive, and cross-functional employee relations investigations and resolution efforts.
Conduct thorough investigations involving workplace concerns, complaints, policy violations, and organizational conflicts.
Partner with HR leadership, legal counsel, and business leaders when appropriate to ensure compliance and risk mitigation.
Evaluate employment-related risks and guide leaders toward fair, documented, and sustainable outcomes.
Ensure consistency in policy application, disciplinary actions, and employment practices across the organization.
Lead workforce planning efforts related to growth initiatives, restructuring, project transitions, leadership changes, and organizational development.
Analyze workforce capacity, staffing needs, turnover trends, and talent risks to support business planning.
Collaborate with leadership to improve employee retention, engagement, succession readiness, and leadership effectiveness.
Support organizational change initiatives through workforce planning, communication strategies, and change management efforts.
Influence compensation, promotion, career development, and talent decisions in partnership with compensation and recruiting teams.
Coach senior leaders and managers through performance management, employee development, conflict resolution, and difficult employment decisions.
Develop manager capability through coaching, guidance, and leadership development support.
Partner with Learning & Development teams to identify and address organizational training and development needs.
Analyze workforce metrics including turnover, absenteeism, engagement, retention, organizational health, and leadership effectiveness.
Build and present workforce analysis reports, dashboards, and recommendations to leadership teams.
Use workforce and business data to identify trends, anticipate risks, and drive informed decision-making.
Recommend and measure HR initiatives based on business outcomes and organizational goals.
Collaborate with recruiting, compensation, benefits, payroll, safety, and learning teams to deliver integrated HR solutions.
Resolve competing priorities and facilitate alignment across HR functions and operational stakeholders.
Lead HR process improvement initiatives that enhance consistency, compliance, efficiency, and employee experience.
Establish and maintain standards for HR documentation, investigations, case management, and policy application.
Support scalable HR practices that can be implemented consistently across multiple locations.
Mentor HRBP I and HRBP II team members.
Serve as an escalation resource for complex employee relations and workforce issues.
Provide guidance on investigations, employee relations strategy, documentation, and HR best practices.
Support the ongoing development of HR team capabilities and organizational effectiveness.
Perform additional duties and responsibilities as assigned.
Serve as a senior HR advisor to operational and functional leadership teams.
Partner with recruiting, compensation, benefits, payroll, safety, and learning leaders to provide coordinated workforce solutions.
Mentor and support HRBP I and HRBP II team members.
Lead cross-functional workforce planning, employee relations, and organizational development initiatives.
Facilitate collaboration between business leaders and HR subject matter experts.
Provide influence and guidance without direct supervisory authority.