Human Resources Business Partner

Dynalectric Company

2d•$90,000 - $110,000•Onsite

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic and hands‑on employee relations and compliance leader, supporting managers and employees across the organization. This role is designed for an experienced HR professional who can independently lead sensitive employee relations matters, investigations, administration, and regulatory compliance. The HRBP will serve as a key partner to leadership while providing operational support and guidance to the HR Generalist.

Requirements

Bachelor’s degree in human resources, Business Administration, or a related field (or equivalent experience).
Minimum 5 years of progressive HR experience, with strong emphasis on employee relations and compliance.
Demonstrated experience conducting employee investigations and handling sensitive/confidential matters.
Working knowledge of federal, state, and local employment laws, including ADA, FMLA, and EEO.
Proven ability to advise managers with confidence, professionalism, and sound judgment.
Strong documentation, communication, and organizational skills.
High level of integrity and discretion when handling sensitive information.
Must have the demonstrated ability to effectively communicate, cooperate, and collaborate with Managers, multiple levels of employees, and labor personnel
While performing the duties of this job, the employee is regularly required to talk and hear; move within the office to meet with employees in their offices, conference room, or warehouse
Able to work at a computer for extended periods of time.
This role requires communicating verbally and in writing one on one, in small groups, as well as presenting to larger groups of employees.
Infrequently required to travel by car (as a passenger or driver) or by airplane.

Nice To Haves

Experience preparing and administering AAPs and compliance reports (EEO‑1, VETS‑4212).
Construction industry and/or union environment experience.
Experience working with HRIS systems.
Proficiency with Microsoft Office applications.

Responsibilities

Serve as the primary point of contact for employee relations matters, including performance issues, misconduct, complaints, and policy violations.
Independently conduct employee investigations by gathering facts, analyzing evidence, applying employment laws and company policy, and documenting outcomes.
Partner with managers to determine appropriate corrective action, ensure consistency, and reduce legal and employee relations risk.
Act as a trusted advisor to leaders and employees, providing clear guidance on employee relations issues.
Lead administration and compliance for sensitive employment areas, including ADA accommodations, FMLA, and other leave programs.
Serve as the primary owner of reasonable accommodation requests, ensuring interactive processes and documentation comply with applicable laws.
Prepare, maintain, and submit required compliance reports, including Affirmative Action Plans (AAP), EEO‑1, and VETS‑4212 filings.
Audit HR policies, practices, and employee records to ensure ongoing federal, state, and local compliance.
Maintain employee files and records in accordance with legal and regulatory requirements.
Interpret, apply, and ensure consistent enforcement of HR policies and procedures.
Partner with leadership to update and communicate policy changes.
Deliver HR compliance training, including harassment prevention, EEO, and respectful workplace training.
Support managers with performance management processes, corrective action, and terminations.
Streamline and support recruitment and onboarding efforts
Collaborate with Payroll and Benefits to resolve employee issues impacting pay, leave, and benefits.
Assist employees and managers with EAP resources when appropriate.
Partner closely with the HR Manager and HR Generalist to share best practices and ensure seamless HR support.
Lead or participate in special HR projects as assigned.