Manager, HR Business Partner

Shawmut•New York, NY

23h•$115,000 - $155,000•Hybrid

About The Position

The Manager, HR Business Partner provides advanced HR services to the Mission Critical/Data Center construction team, supporting business goals, implementing corporate HR initiatives, and ensuring compliance with company policies, procedures, and legal requirements. The role partners with business leaders and HR teams on hiring, onboarding, employee relations, policy implementation, performance management, compensation, and training. This is a hybrid position, with travel expected once a month to once a quarter.

Requirements

7–10 years of comparable HR experience.
Bachelor’s degree required.
Strong understanding of advanced HR and organizational development concepts.
Experience handling complex employee relations issues involving remote and/or traveling employees.
Thorough knowledge of senior leadership and regional legal trends and risks.
Outstanding relationship-building skills.
Ability to foster inclusion and belonging through courage, humility, curiosity, learning about others, and self-reflection.
Ability to build team relationships, stay organized, manage multiple projects, follow up, and make accurate decisions.

Nice To Haves

PHR and/or SHRM-CP certification.
Construction or manufacturing industry experience.

Responsibilities

Participate in developing PST department goals, objectives, and systems.
Assist in developing the annual regional hiring plan.
Partner with the talent acquisition team to identify business-line hiring needs.
Ensure job descriptions and hiring profiles accurately reflect hiring needs and job requirements.
Oversee or develop onboarding plans for new hires and oversee or conduct high-level components of new-hire orientation.
Assist in developing personnel policies and procedures and drive their implementation, ensuring compliance through tools, systems, and influencing skills.
Develop and deliver presentations to HR and senior management to gain support for new initiatives.
Meet with employees and management to communicate and reinforce HR policies, procedures, and laws to support a compliant, fair, safe, and efficient work environment.
Handle complex employee relations issues.
Conduct exit interviews and analyze the resulting data.
Develop recommendations for corrective action and continuous improvement, present business cases to HR management, and drive implementation.
Participate in developing and implementing improvements to the performance management system.
Assist in administering compensation programs and partner with the compensation team to ensure accurate annual updates.
Participate with the talent development and operations teams in developing annual training plans; oversee program development and implementation and develop and deliver programs as needed.