Manager, HR Business Partner

Shawmut•Providence, RI

1d•$110,000 - $140,000•Hybrid

About The Position

The Manager, HR Business Partner provides advanced-level HR services to Shawmut Design and Construction’s Mission Critical/Data Center construction team. The role supports business goals, implements corporate HR initiatives, and ensures company and legal policies and procedures are followed. 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, drive their implementation, and ensure compliance through tools, systems, and influencing skills.
Develop and present materials to HR and senior management to gain support for new initiatives.
Communicate and reinforce HR policies, procedures, and laws with employees and management 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 program updates.
Participate with talent development and operations teams in developing annual training plans; oversee development and implementation and develop and deliver programs as needed.