Human Resources Business Partner (Phoenix, AZ)

Sunland Asphalt•Phoenix, AZ

4d•Onsite

About The Position

SUNLAND ASPHALT Is the road to your future under construction? Come join our Award-Winning Team. Sunland Asphalt & Construction, LLC. strives to recruit top talent and we are committed to help you grow both professionally and personally. We are confident you will find our Company a dynamic and rewarding place in which to work because here at Sunland Asphalt our vision is: 'To be the best place in the world to work.' Voted as one of Phoenix Business Journal's ' Best Places to Work,' Sunland offers employees: Competitive Weekly Pay and Paid Time Off 401(K) with Employer Match Tuition Reimbursement Work/Life Balance and Community Involvement Comprehensive Health Benefits including Health, Dental, Vision Life/Disability Insurances Award Winning Peers & Projects And A Foundation Built on Safety POSITION PURPOSE With limited direction, this role serves as trusted advisor to leaders, aligning people strategies with operational priorities, workforce needs, and organizational growth. This role acts autonomously and proactively influences decisions, leads change initiatives, mitigates risk, and ensures consistent development, application and integration of HR policies, processes, and practices. The expectation is to provide strategic insights aligned to long term strategy with hands-on execution to improve performance, engagement, and organizational effectiveness.

Requirements

Knowledge of Human Resources and business operations as normally obtained through the completion of a bachelor's degree in human resources, business administration, or related field.
Fifteen plus years of progressively responsible experience within a Human Resources Business Partner role.
At least three years managing and developing a professional level employee is required.
Strong executive presence and interpersonal skills that create trust and partnership with internal and stakeholders at all levels and demonstrated ability to communicate with employee at all levels is required.
Proven success in leveraging ambiguity as an opportunity to build new processes, policies or solutions is required.
Proven successful project management, process improvement, and policy update experience from cradle to grave. This includes the effective implementation of enterprise-wide projects and user adoption.
Must demonstrate high levels of judgment and discretion and experience in handling high-risk employee relations and investigations.
Ability to balance empathy with accountability in helping leaders and employees navigate challenging situations.
Creative, solutions-focused mindset; adaptable and open to learning in a fast-paced environment.
Strong organizational, multitasking, and time management skills.
Strong command of employment law and practical application in all US states, including California.
Ability to manage confidential information with discretion.
Must possess business acumen, analytical skills, and strong problem-solving skills.

Nice To Haves

Experience in complex, multi-site, or regulated environments (construction, manufacturing, etc.) is preferred.
Proven experience driving organizational change, restructures, growth, and/or M&A integration experience is highly preferred.
Spanish fluency (spoken and written) preferred, but not required.

Responsibilities

Actively embeds with business leaders to understand operational priorities, challenges, and future workforce needs, building trusted relationships that enable early HR involvement, open dialogue, and informed decision-making.
Partners with and advises leadership with ongoing talent management efforts.
Guided by long term goals, analyzes workforce data to identify trends, anticipate risks, and recommend proactive people solutions that improve outcomes and support business objectives.
Facilitates regular leader touchpoints to review staffing plans, talent pipelines, performance trends, and succession readiness, ensuring workforce strategies align with current demands and future growth.
With limited oversight handles escalated, complex, or high visibility employee relations matters by conducting investigations, coaching leaders through corrective action, and resolving issues in a fair, consistent, and legally compliant manner.
Conducts internal investigations in conjunction with the appropriate resources and partners with legal to ensure compliance with state and federal laws and company direction.
Responds to external agency audits, requests, or complaints, minimizing risk to the organization by partnering with legal and providing clear documentation and responses.
Serves as the HR lead for integration of newly acquired entities by aligning policies, practices, systems, and cultural expectations to ensure consistency, compliance, and employee stability.
Supports leaders and employees through ongoing and one-time organizational changes, restructures, integrations, and cultural shifts by leading workforce planning, integration playbooks, project management, communication strategies, and change adoption efforts.
Leads enterprise-wide, high-impact initiatives that standardize HR policies and processes to best support the organization, including: implementation of workforce planning frameworks, employee handbook updates, and other critical HR processes to ensure clarity, fairness, and operational consistency.
Proactively guides and coaches managers through the adoption of new policies, processes, and tools by providing clear guidance, practical training, and hands-on support to ensure consistent implementation, minimize disruption, and reinforce compliance and operational effectiveness.
With little oversight, partners with leaders to review engagement survey results, establish accountability measures, and drive action plans that strengthen culture, morale, and retention.
Collaborates with Learning & Development to anticipate and recommend training opportunities that ensure teams, leaders and employees are competent and equipped with the skill sets necessary to execute and support the company's operational and growth objectives.
Facilitates weekly New Employee Orientation sessions by delivering clear, engaging content to ensure new hires understand company expectations, policies, safety requirements, and cultural norms, supporting early engagement, compliance, and job readiness.
Independently facilitates the interactive ADA accommodation process for candidates, new hires, and employees. Ensures compliance with employment laws and internal policies while balancing employee needs with operational requirements.
Acts as the primary liaison between business units and corporate HR functions, including: Benefits, Compensation, Safety & Risk, Learning & Development and HR Systems to ensure seamless coordination, issue resolution, and effective adoption of programs, policies, and tools.
Monitors regulatory changes and updates policies and practices accordingly.
Ensures consistent back-up employee relations support when other HR team members are out of office.
Performs other duties as assigned or apparent.