Copy of Human Resources Business Partner

Corvant•Douglasville, GA

1d•Onsite

About The Position

At Corvant, we provide specialty HVAC, plumbing, and mechanical services to mission-critical commercial and industrial environments. Our teams support essential facilities across data centers, healthcare, manufacturing, logistics, and education. We deliver end-to-end solutions across the facility lifecycle, including design, prefabrication, installation, controls integration, and ongoing service. As one of the fastest-growing platforms in our space, we are focused on operational excellence, technical expertise, and building a high-performing team. The Human Resources Business Partner (HRBP) is the dedicated, on-site HR leader for the Mission Critical division, based full-time at the Brightstar office. As Mission Critical scales its field workforce, this role serves as the primary HR partner to operations leadership and the daily HR resource for employees on the ground — owning employee relations, workforce planning, leadership coaching, onboarding quality, compliance, and retention for the division. This position reports to the Director of Human Resources and operates with a high degree of autonomy and sound independent judgment. Day-to-day HR leadership is provided on-site while the Director of Human Resources supports the division from Florida, so the HRBP must be able to stand on their own, build credibility quickly with field leadership, and influence outcomes without direct authority.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience.
5+ years of progressive HR experience, including HR business partner or senior generalist responsibilities.
Demonstrated experience in employee relations and conducting workplace investigations.
Working knowledge of federal and multi-state employment law (Florida/Georgia), I-9/E-Verify, FMLA, ADA, USERRA, and wage-and-hour.
Experience operating independently and supporting leaders across one or more sites.
Proficiency with HRIS/payroll systems (Vista/Viewpoint a plus) and Microsoft Office.

Nice To Haves

Experience in construction, mechanical, industrial, or other field-based, high-volume hiring environments.
Bilingual (English/Spanish) strongly preferred.
PHR/SPHR or SHRM-CP/SHRM-SCP certification.
Experience supporting data center, mission-critical, or skilled-trades workforces.

Responsibilities

Partner with Mission Critical operations leadership on workforce planning and headcount forecasting tied to project awards, backlog, and division growth, including the Douglasville prefabrication expansion.
Translate operational priorities into HR strategy for the division — staffing, organizational structure, and capability needs.
Serve as a trusted advisor to field and project leadership on people-related decisions.
Own employee relations for the division: intake, coaching, and resolution handled on-site with discretion and sound documentation.
Conduct face-to-face workplace investigations, ensuring consistent, timely, and defensible outcomes.
Ensure compliance with federal and multi-state (Florida/Georgia) employment law, including I-9/E-Verify, FMLA, ADA, USERRA, and wage-and-hour requirements.
Partner with safety and operations leadership on OSHA and site compliance matters affecting the workforce.
Coach field supervisors, foremen, and superintendents — many promoted from the trades without formal people-management training — on performance management, documentation, and leading their crews.
Support performance management cycles, corrective action, and difficult conversations at the division level.
Build frontline leadership capability and bench strength as the division scales.
Oversee a consistent, compliant onboarding and new-hire orientation experience, including in-person I-9 verification and Day-One readiness.
Lead retention and early-tenure turnover initiatives — stay conversations, onboarding follow-through, and exit analysis — to protect the division’s investment in new hires.
Partner with Talent Acquisition to ensure a smooth candidate-to-employee transition during high-volume hiring.
Support employee engagement, recognition, and communication efforts across the division’s workforce.
Maintain accurate workforce data and provide division-level reporting and insight to HR and business leadership.
Administer and interpret HR policies on-site and serve as the local resource for employee questions.
Support compensation, leave, and benefits processes in partnership with Total Rewards and the Director of Human Resources.