Bilingual Human Resources Business Partner III

Enterprise Electrical•Houston, TX

About The Position

Enterprise Electrical is seeking an experienced Human Resources Business Partner III to serve as a senior HR advisor to operational and functional leaders across the organization. The role partners 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. It contributes to workforce planning, organizational design, performance management, succession planning, and change management across multiple locations and business units. The HRBP III also mentors junior HR professionals and collaborates with recruiting, compensation, benefits, payroll, safety, and learning teams to deliver consistent, scalable HR solutions. This full-time, exempt position combines office and field-based work, with regular interaction with field employees, supervisors, project managers, and operational leadership. It may involve site visits to active construction environments, travel to regional offices and project locations, and occasional early morning, evening, or weekend work. Approximately 5% to 10% travel may be required, and responsiveness to urgent employee relations or operational matters outside normal business hours may be needed. The position has no direct reports.

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.
At least four 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 using workforce data and analytics to influence business decisions.
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, influencing, interviewing, investigative, and conflict-resolution skills.
Excellent verbal, written, presentation, and executive communication skills.
Ability to navigate ambiguity, balance competing business priorities, and build credibility with leaders at all organizational levels.
Strong analytical, organizational, problem-solving, and project management skills.
Experience leading organizational change and workforce transformation initiatives.
High discretion, professionalism, and sound judgment when handling confidential information.
Ability to travel regularly to field locations and company facilities and safely navigate active construction sites.
Ability to sit, stand, walk, and operate standard office equipment; may occasionally lift and carry items weighing up to 25 pounds.

Nice To Haves

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

Responsibilities

Advise directors, vice presidents, and operational leaders on workforce strategy, organizational design, talent planning, and leadership effectiveness.
Develop workforce plans aligned with business objectives, staffing needs, organizational structure, and capabilities.
Guide leaders on role clarity, succession planning, retention, employee development, and organizational effectiveness.
Assess workforce trends and business challenges and recommend HR solutions and risk mitigation strategies.
Lead complex, sensitive, and cross-functional employee relations investigations and resolution efforts.
Investigate workplace concerns, complaints, policy violations, and organizational conflicts.
Partner with HR leadership, legal counsel, and business leaders as appropriate to ensure compliance and mitigate risk.
Guide leaders toward fair, documented, and sustainable outcomes, and promote consistent application of policies and employment practices.
Lead workforce planning for growth initiatives, restructuring, project transitions, leadership changes, and organizational development.
Analyze workforce capacity, staffing needs, turnover trends, and talent risks to support business planning.
Support organizational change through workforce planning, communication strategies, and change management.
Influence compensation, promotion, career development, and talent decisions in partnership with compensation and recruiting teams.
Coach senior leaders and managers on performance management, employee development, conflict resolution, and difficult employment decisions.
Partner with Learning & Development to identify and address organizational training and development needs.
Analyze workforce metrics such as turnover, absenteeism, engagement, retention, organizational health, and leadership effectiveness.
Prepare and present workforce analysis, dashboards, and recommendations to leadership teams, using data to inform decisions and measure HR initiatives.
Collaborate with recruiting, compensation, benefits, payroll, safety, and learning teams to deliver integrated HR solutions.
Lead HR process improvements to enhance consistency, compliance, efficiency, and employee experience.
Establish and maintain standards for HR documentation, investigations, case management, and policy application.
Support scalable HR practices across multiple locations.
Mentor HRBP I and HRBP II team members and serve as an escalation resource for complex employee relations and workforce issues.
Guide HR team members on investigations, employee relations strategy, documentation, and HR best practices.
Perform additional duties and responsibilities as assigned.