Human Resources Business Partner

Pike Electric•Webster, TX

37d

About The Position

Position Summary: The Human Resources Business Partner (HRBP) serves as a strategic and operational HR leader for Power Contracting's union workforce. This role ensures compliance with collective bargaining agreements (CBAs), labor laws, and company policies while fostering strong relationships with union representatives and field leadership. The HRBP will provide hands-on support at project sites, partnering with operations to deliver HR solutions that align with business objectives and union requirements. Essential Functions: Union - Focused HR Functions Compliance: Interpret CBAs and provide guidance to leadership on contractual obligations. Ensure adherence to union agreements in payroll, benefits, and work conditions. Union Reporting & Audits: Prepare and submit monthly union reports (hours worked, wages, dues, apprenticeship fees). Audit and process annual union pay raises in compliance with agreements. Labor Relations: Act as primary liaison between company leadership and union representatives. Mediate disputes and resolve grievances in accordance with CBAs. Maintain positive labor-management relationships to support operational goals. Field Presence & Workforce Engagement Conduct regular site visits to engage with employees and leadership. Address HR issues in real time, including payroll discrepancies, compliance checks, and employee relations. Support safety initiatives and ensure HR alignment with OSHA and union safety standards. Core HR Responsibilities Onboarding & Orientation: Manage I-9 compliance, orientation sessions, and driver application processes. Schedule drug screens and communicate reporting instructions. Payroll & Timekeeping: Verify timesheets in Power Mobile; resolve discrepancies with foremen and PMs. Approve payroll activity reports (PAR) and audit per diem allocations. Employee Relations & Investigations: Conduct investigations, prepare reports, and recommend corrective actions. Facilitate terminations and exit interviews. Strategic HR Responsibilities Workforce planning for union projects, including forecasting and succession planning for critical roles (GF, Foreman). Guide performance management processes and identify training needs. Support organizational development initiatives and leadership programs. Advise on union pay structures and prevailing wage compliance.

Requirements

Bachelor's degree in human resources, Business Administration, or related field (or equivalent experience); OR Seven (7) years of experience in the HR field; OR any appropriate combination of education and experience.
HR experience in a unionized or construction environment.
Strong knowledge of CBAs, labor laws, and prevailing wage requirements.
Excellent communication and conflict resolution skills.
Ability to travel regularly to local job sites.
Demonstrates initiative and consistently drives tasks to completion without requiring constant supervision.
Capable of managing responsibilities and making sound decisions with minimal guidance.
Collaborates effectively with colleagues to achieve shared goals and support organizational success.
Maintains a strong focus on delivering exceptional service and building positive relationships with internal and external stakeholders.
Strong knowledge of HR practices, employment laws, and compliance requirements.
Excellent communication, organizational, and problem-solving skills.
Ability to manage multiple priorities in a fast-paced environment.

Nice To Haves

Professional in Human Resources certification (SHRM/PHR) is preferred.

Responsibilities

Interpret CBAs and provide guidance to leadership on contractual obligations.
Ensure adherence to union agreements in payroll, benefits, and work conditions.
Prepare and submit monthly union reports (hours worked, wages, dues, apprenticeship fees).
Audit and process annual union pay raises in compliance with agreements.
Act as primary liaison between company leadership and union representatives.
Mediate disputes and resolve grievances in accordance with CBAs.
Maintain positive labor-management relationships to support operational goals.
Conduct regular site visits to engage with employees and leadership.
Address HR issues in real time, including payroll discrepancies, compliance checks, and employee relations.
Support safety initiatives and ensure HR alignment with OSHA and union safety standards.
Manage I-9 compliance, orientation sessions, and driver application processes.
Schedule drug screens and communicate reporting instructions.
Verify timesheets in Power Mobile; resolve discrepancies with foremen and PMs.
Approve payroll activity reports (PAR) and audit per diem allocations.
Conduct investigations, prepare reports, and recommend corrective actions.
Facilitate terminations and exit interviews.
Workforce planning for union projects, including forecasting and succession planning for critical roles (GF, Foreman).
Guide performance management processes and identify training needs.
Support organizational development initiatives and leadership programs.
Advise on union pay structures and prevailing wage compliance.