Human Resources Business Partner - Dallas, TX

Mullins Mechanical • Dallas, TX

75d • Onsite

About The Position

Mullins Mechanical is a leader in industrial and large commercial mechanical, plumbing, HVAC construction projects. Our projects are often in industrial and manufacturing environments, such as manufacturing facilities, automotive plants, chemical plants, distribution centers, warehouses, and other large commercial facilities. We are a self-performing specialty contractor specializing in design-build applications, HVAC systems, plumbing, process piping systems, boiler and chiller systems, equipment installation and rigging, plant relocation and maintenance, and metal fabrication.

This role serves as a strategic Human Resources Business Partner to assigned business units, developing a strong understanding of operational priorities, workforce needs, and growth plans. The position partners with business leaders to develop and execute people strategies that support workforce stability, organizational performance, and employee engagement. It involves analyzing workforce data and employee feedback to identify trends, risks, and opportunities, and developing strategies and actionable recommendations that improve retention, employee engagement, and business performance. The HRBP also partners with leadership on workforce planning and organizational structure to ensure the business has the talent and capabilities needed to support current operations and future growth. Facilitating succession planning and talent reviews, coaching managers and senior leaders, and supporting organizational change are key aspects of this role. Additionally, the HRBP advises leaders on employee conduct, performance concerns, and employment decisions, and partners with Resource Management and business leaders to align hiring strategies and talent pipelines. The role supports performance and talent-development processes, prepares and presents workforce reporting to leadership, and collaborates across HR and other business functions. Building trusted relationships with leaders and employees through consistent onsite presence and regular visibility at jobsites and other company locations is crucial. The role also identifies opportunities to improve HR processes, manager capability, and people practices as the organization continues to grow. Additional responsibilities may be assigned as needed.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• Five to eight years of progressive human resources experience, including experience as an HR Business Partner, HR Generalist, or similar role supporting business and operational leaders.
• Experience supporting construction, manufacturing, industrial, field-based, or other operations-heavy environments strongly preferred.
• Demonstrated ability to operate as a strategic business partner while providing hands-on HR support when business needs require.
• Strong business acumen with the ability to understand operational priorities and align people strategies with business objectives.
• Strong analytical capabilities with demonstrated experience using workforce data to identify trends, evaluate root causes, and develop actionable recommendations.
• Strong proficiency in Microsoft Excel and experience using HRIS, workforce reporting, and data-visualization systems. Experience with Workday preferred; familiarity with ADP, Domo, or similar platforms is a plus.
• Experience developing and presenting HR metrics, workforce reports, and business insights to operational and senior leadership.
• Experience supporting strategic HR initiatives such as retention, succession planning, talent management, workforce planning, and organizational change.
• Strong communication, coaching, facilitation, critical-thinking, and problem-solving skills, with the ability to effectively influence leaders at multiple levels.
• Working knowledge of applicable federal and state employment laws and sound HR practices.
• Ability to build credibility and trusted relationships across all levels of the organization while maintaining confidentiality and sound judgment.
• Ability to manage multiple priorities in a fast-paced, project-driven environment with urgency, accuracy, and consistent follow-through.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or similar certification preferred.
• Ability to work on-site five days per week in the Dallas, Texas office.
• Ability and willingness to travel up to 30% to jobsites and other company locations, including occasional overnight travel based on business needs.

Nice To Haves

• Experience supporting construction, manufacturing, industrial, field-based, or other operations-heavy environments strongly preferred.
• Experience with Workday preferred; familiarity with ADP, Domo, or similar platforms is a plus.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or similar certification preferred.

Responsibilities

• Serve as a strategic Human Resources Business Partner to assigned business units, developing a strong understanding of operational priorities, workforce needs, and growth plans.
• Partner with business leaders to develop and execute people strategies that support workforce stability, organizational performance, and employee engagement.
• Analyze workforce data and employee feedback to identify trends, risks, and opportunities; develop strategies and actionable recommendations that improve retention, employee engagement, and business performance.
• Partner with leadership on workforce planning and organizational structure to ensure the business has the talent and capabilities needed to support current operations and future growth.
• Facilitate succession planning and talent reviews, helping leaders identify critical roles, emerging talent, development needs, and succession gaps.
• Coach managers and senior leaders to strengthen leadership effectiveness, communication, conflict resolution, and overall team performance.
• Support organizational change and business transitions by assessing workforce impacts, advising leaders, and developing plans that promote effective communication and adoption.
• Advise leaders on employee conduct, attendance, performance concerns, corrective action, and employment decisions, partnering with Employee Relations or Legal on complex or high-risk matters as appropriate.
• Partner with Resource Management and business leaders to align hiring strategies and talent pipelines with current and future workforce needs.
• Support performance and talent-development processes by helping leaders establish expectations, address performance gaps, and identify development opportunities.
• Prepare and present workforce reporting to leadership, highlighting key trends, business risks, progress on HR initiatives, and recommended actions.
• Collaborate across HR and other business functions to provide coordinated and responsive support to the organization.
• Build trusted relationships with leaders and employees through consistent onsite presence and regular visibility at jobsites and other company locations.
• Identify opportunities to improve HR processes, manager capability, and people practices as the organization continues to grow.
• Additional responsibilities may be assigned as needed.

Benefits

• Mullins Mechanical is an Equal Opportunity Employer and does not discriminate based on race, color, religion, sex, national origin, age, disability, veteran status, or any other protected characteristic.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level