People Business Partner, Senior Manager (Construction)

Rowan Digital Infrastructure•Denver, CO

2d•$125,000 - $150,000•Hybrid

About The Position

Rowan Digital Infrastructure is seeking a strategic and hands-on Senior Manager, People Business Partner to join its People Business Partner pillar and work closely with leaders to drive organizational effectiveness, team performance, and talent outcomes. Reporting to the Director, PBP, this role will align people strategy with business priorities as the company scales.

Requirements

At least 7 years of progressive HR experience, including PBP or equivalent business-facing roles.
Experience partnering with senior leaders in high-growth, fast-paced environments.
Strong understanding of organizational design, performance management, and employee relations.
Ability to influence and coach leaders at multiple levels.
Experience in a multi-state environment and knowledge of employment laws and compliance.
Strong business acumen and ability to connect people strategies to business outcomes.
Analytical and problem-solving capability, including use of workforce, talent, and business data to identify trends, diagnose organizational challenges, and develop data-informed solutions.
Ability to balance strategic thinking with hands-on execution.
Excellent communication, judgment, and problem-solving skills.
Agility and adaptability in response to changing business needs and priorities.

Nice To Haves

Experience in a People team model that includes PBP, Centers of Excellence, and People Operations.
Experience supporting technical, infrastructure, construction, or engineering organizations.
Familiarity with HR systems and people analytics tools such as HiBob and Ashby.

Responsibilities

Partner with senior leaders to translate business needs into scalable people solutions aligned with company goals and operational priorities.
Build trust-based relationships across the business and advise leaders on organizational and people challenges.
Guide organizational design, team structure, and workforce planning.
Drive performance management processes, including goal setting, feedback, and reviews.
Support talent and succession planning and the development of high-potential employees.
Help leaders address performance gaps and improve team effectiveness.
Coach and advise managers on performance management, employee relations, feedback and development, and team engagement.
Build manager capability and reinforce leadership expectations.
Handle employee relations matters and partner with leaders to reach fair, consistent, and compliant outcomes; escalate complex matters as needed.
Support headcount planning and alignment with business strategy; identify trends and risks in attrition, engagement, and performance.
Collaborate with Talent Acquisition, Talent Development, and People Operations to align hiring, workforce planning, leadership programs, processes, systems, and compliance across the employee lifecycle.
Reinforce company guiding principles, support engagement survey action planning, and help leaders foster an inclusive, high-performing culture.
Travel up to 20% to company locations or meetings.