Human Resources Partner

Rosendin•Sterling, VA

3d•Hybrid

About The Position

The Human Resources Partner is the day-in, day-out HR partner for a defined client group — typically a region, business unit, or functional area at Rosendin. This role owns the people-related execution and judgment work within that client group based on established HR/Company established policies, procedures, practices, and guidelines, partnering directly with front-line and mid-level leaders on employee relations, performance management, manager coaching, and the operational delivery of HR programs throughout the overall employee lifecycle. Role is the field intelligence layer for all areas of responsibility within the function — the person who hears what's happening on the ground first and identifies/surfaces patterns to the HRBP and leadership. This role sits between HR Operations and the HR Business Partner. HR Operations handles transactional and program-based execution; HRBPs partner with senior leaders on strategic workforce decisions. The Human Resources Partner is the connective tissue — owning the complex people work that requires sound judgment and ground-level relationships, while freeing HRBPs to focus on strategic partnership with senior leaders. The Human Resources Partner partners closely with HRBPs and People Centers of Excellence including Compensation & Benefits, HR Operations, Learning & Development, and Talent Acquisition. They are the field intelligence layer for the function — the person who hears what's happening on the ground first and surfaces patterns to the HRBP and leadership.

Requirements

Working knowledge of employment laws and regulations related to employee management, including FMLA, leave of absence, ADA, NLRA, return-to-work, and general compliance and risk management.
Ability to assess risk, think critically, and exercise sound judgment in ambiguous or complex situations.
Foundational understanding of compensation practices and the ability to apply established programs to live situations.
Demonstrated ability to lead workplace investigations from intake through resolution and documentation.
Demonstrated ability to coach managers through difficult people decisions, including performance, termination, and compensation conversations.
Strong verbal and written communication skills, with the ability to influence, negotiate, and effectively interact at all levels of the organization.
Basic data analysis and interpretation skills to inform decision-making.
Demonstrated problem-solving skills, including creative and innovative approaches to addressing challenges.
High level of discretion and professionalism in handling sensitive and confidential employee information.
Strong organizational skills with the ability to manage multiple priorities, maintain accurate records, and ensure timely follow-up.
Ability to work effectively in a fast-paced environment, adapt to changing priorities, and maintain a positive, customer-focused mindset.
Proficiency in Microsoft Office (Outlook, Word, Excel); experience with HRIS platforms such as Workday, Oracle, or SharePoint preferred.
Bachelor’s degree in human resources or related field.
5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching.
Can be a combination of education, training, and relevant experience.

Nice To Haves

Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
Prior experience in construction, trades, or other project-based or field-heavy industries.
Experience supporting a defined client group (region, business unit, or function) as the primary day-to-day HR partner.

Responsibilities

Lead workplace investigations from intake through resolution and documentation, partnering with HRBPs and Legal as needed on complex or higher-risk matters.
Investigate and resolve employee complaints, including formal grievances, harassment claims, and policy violations.
Mediate manager-employee conflicts and partner with leaders on resolution strategies.
Advise on accommodations (ADA, religious, pregnancy) in partnership with Legal and Benefits.
Conduct exit interviews, synthesize themes for the client group, and surface patterns to HRBPs and leadership.
Run the annual performance review cycle for the client group, including timeline management, calibration sessions, and manager training on writing and delivering feedback.
Facilitate calibration discussions to ensure ratings are defensible, consistent, and aligned with company standards.
Support talent review and succession planning processes, including facilitating sessions, documenting outcomes, and tracking follow-up actions.
Partner with leaders on individual development plans for high-potential talent in the client group.
Manage performance escalations, rating disputes, and complex performance situations.
Coach front-line and middle managers through difficult people decisions, including performance management, terminations, compensation conversations, and role changes.
Provide day-to-day performance management guidance to leaders, including coaching, counseling, career development, disciplinary actions, performance improvement plans, and terminations.
Onboard new people managers into Rosendin's management practices and partner with them through their first hard people conversations.
Identify capability patterns across the client group (e.g., "three managers in this region are struggling with the same thing") and partner with L&D and HRBPs on targeted solutions.
Partner with Total Rewards and HRBPs to execute the annual compensation cycle for the client group, including budget allocation guidance and manager communications.
Partner with Total rewards and HRBP to support the proper documentation of job descriptions.
Partner with HRBP to counsel managers on equity, merit, and promotion decisions, using compensation data and Rosendin's compensation philosophy.
Support managers through compensation conversations with employees, including coaching on framing and delivery.
Partner with managers on quarterly headcount planning, requisition approvals, and reorganizations within the client group.
Identify capability gaps in the client group and partner with Talent Acquisition and Learning & Development to address them.
Support reorganizations and organizational changes within the client group, including role definitions, transition planning, and employee communications.
Provide field intelligence to HRBPs and leadership — surfacing engagement, retention, and morale signals from the ground level.
Translate enterprise HR programs (engagement surveys, comp cycles, talent reviews, recognition programs) into effective execution for the client group.
Localize communication of policy changes, benefits updates, and HR announcements for the client group.
Partner with HR Operations on timely and accurate execution of employee lifecycle changes (hires, promotions, transfers, terminations) for the client group.
Resolve escalated employee inquiries requiring policy interpretation or judgment, partnering with HR Operations and CoEs on tier-1 questions.
Build strong relationships with leaders and employees to improve engagement, strengthen morale, and drive productivity and retention through feedback mechanisms such as surveys and listening sessions.
Maintain strict confidentiality while handling sensitive employee information.
Collaborate with HR Centers of Excellence to deliver effective, timely, and practical HR solutions.
Perform additional duties as assigned, consistent with the scope and level of the role.