Human Resources Business Partner

NV2A Group•Miami, FL

6d•Onsite

About The Position

The Human Resources Business Partner (HRBP) leads the execution and ongoing management of People & Culture initiatives across NV2A. The role partners with operational and corporate leadership to support business objectives, employee engagement, workforce effectiveness, and organizational performance. Reporting to the Director of Human Resources, the HRBP advises business leaders and implements HR programs, policies, and processes in alignment with MasTec’s broader People & Culture strategy. The HRBP owns assigned programs, monitors outcomes, identifies opportunities for improvement, and collaborates with CE&I HR teams to use shared resources and expertise. NV2A is a South Florida-based construction management firm and a MasTec company. It provides construction management and design-build services across transportation, commercial, healthcare, education, and hospitality markets. MasTec’s Clean Energy & Infrastructure segment provides construction services across industrial, renewable energy, and infrastructure sectors. Sustainability and safety are foundational to the company’s culture. The role includes HR business partnership and organizational support; workforce planning and talent management; performance management; employee relations and engagement; learning and leadership development; compensation and benefits coordination; HR operations, systems, and compliance; and ownership and continuous improvement of assigned HR programs. The position may be subject to pre-employment screening, including a background check and drug testing.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Five years of progressive Human Resources experience.
Experience supporting both corporate and field-based employees.
Strong knowledge of employee relations, performance management, talent development, and HR compliance.
Experience working with HRIS platforms and HR reporting tools.
Strong interpersonal, communication, problem-solving, and organizational skills.
Ability to manage multiple priorities and work independently.

Nice To Haves

Experience in an HR Business Partner or HR Generalist role.
Experience supporting employees in construction or a project-driven environment.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Partner with field and G&A leaders to understand workforce needs, operational priorities, and organizational challenges.
Advise leaders on employee management, organizational effectiveness, and HR policies; support organizational changes, workforce transitions, and employee integration.
Maintain regular communication with leadership to identify emerging people-related needs.
Coordinate workforce planning with operational leaders, including staffing needs, internal mobility, and organizational changes; maintain planning trackers and monitor staffing requirements by project and department.
Support talent reviews, employee development, career growth, recruitment priorities, and hiring activities in collaboration with Talent Acquisition.
Own and administer the annual performance management process, including evaluations, manager training, deadlines, communications, progress reporting, calibration discussions, and follow-up actions.
Partner with managers to address performance concerns and employee development opportunities.
Serve as a primary contact for employee relations matters; advise managers on workplace issues and disciplinary processes, conduct reviews and investigations, and escalate complex matters as appropriate.
Implement employee engagement initiatives, monitor participation and feedback, and promote a positive workplace culture aligned with organizational values.
Coordinate leadership development programs, training initiatives, role-based development, and employee learning opportunities; identify training needs and monitor participation, completion, and effectiveness.
Coordinate with CE&I learning and development resources.
Support compensation benchmarking, salary reviews, job classification, annual compensation and bonus administration, and consistent application of compensation guidelines with the CE&I Compensation team.
Coordinate benefits communications, onboarding, and open enrollment with the Benefits team; assist with benefits questions and direct specialized matters to appropriate teams.
Maintain accurate employee records and HR data; support HRIS implementation, system transitions, and process improvements.
Monitor compliance with company policies and applicable employment regulations; coordinate onboarding, employee changes, transfers, and offboarding.
Support implementation and communication of HR policies and procedures.
Own assigned People & Culture programs, establishing timelines, deliverables, and performance indicators; monitor implementation and outcomes and provide regular updates to the Director of Human Resources.
Identify opportunities to streamline processes, improve employee experience, and increase operational efficiency; collaborate with CE&I HR partners to leverage shared resources and standardize practices when appropriate.

Benefits

Competitive pay with ongoing performance review and merit increases.
401(k) with company match.
Employee Stock Purchase Plan (ESPP).
Flexible spending accounts for healthcare and dependent care.
Medical, dental, and vision insurance with plan choice and coverage for spouse, domestic partner, and children.
Diabetes management, telehealth coverage, prescription drug plan, pet insurance, weight management drug discount.
Discounted national gym membership network.
Paid time off and paid holidays.
Bereavement leave.
Military leave, including benefits continuation.
Employee Assistance Program.
Short- and long-term disability insurance, life insurance, and accidental death and dismemberment coverage.
Voluntary life insurance, accident, critical illness, and hospital indemnity coverage.
Emergency Travel Assistance Program.
Group legal plan.