Human Resources Business Partner

Onni Group•Phoenix, AZ

12d•Onsite

About The Position

Are you a strategic HR professional with a passion for cultivating high-performing teams and fostering strong workplace cultures? At the intersection of talent, leadership, and business success, the HR Business Partner plays a vital role in shaping organizational growth. In this dynamic role, you’ll champion the full employee lifecycle - from attracting top talent to driving engagement, development, and retention -all within a fast-paced, high-volume environment. If you're motivated by impact, energized by collaboration, and equipped to navigate the complexities of labor relations and compliance, we invite you to bring your agility, data-driven mindset, and people-first approach to our team. This is an in-office position. For over half a century, Onni has been building communities for people to live, work, and play. Our success reflects our commitment to our employees and partners, and our dedication to quality construction, innovation, sustainability, and customer satisfaction. Our expertise expands across North America, with offices in Vancouver, Toronto, Los Angeles, Seattle, Phoenix, and Chicago.

Requirements

Minimum of 5 years of experience resolving complex employee and labor relations issues.
Bachelor’s degree in Human Resources, Labor Relations, Business, or related field required.
At least three years of professional human resource administration required with experience in labor relations preferred.
Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers’ compensation, union relations, and federal and state employment laws.
Excellent leadership, communication and interpersonal skills.

Nice To Haves

SHRM-CP or SHRM-SCP certified an asset.

Responsibilities

Build a foundation of trust with operational leaders providing insight and solutions aligned to business objectives.
Own the full employee lifecycle in a high-volume hiring environment from sourcing and onboarding to engagement, retention and offboarding.
Support and sustain a vulture of accountability, performance and trust.
Serve as a primary point of contact for employee concerns, performance issues and workplace conflicts.
Lead inquiries with objectivity and a people first approach; ensure timeline and well documented resolution of issues.
Ensure full compliance with federal, state, and local laws and union regulations.
Maintain accurate records in accordance with legal, compliance and internal audit requirements (eg. EEO, FMLA).
Assist with contract preparations, audit and documentation for union negotiation and HR policies.
Input, monitor and analyze HR metrics and trends to identify risk, areas of improvement and opportunities for proactive intervention/support.
Provide HR reporting and insights to guide leadership decision making.