People Partner (HRBP)

Summit Line Construction, Inc.•Phoenix, AZ

About The Position

Summit Line Construction, a subsidiary of Quanta Services, Inc., is a utility construction company providing powerline and substation construction and maintenance services. The People Partner serves as a trusted advisor to project and operational leaders, providing day-to-day people support aligned with business objectives and workforce priorities. Working under the direction of the Senior Strategic People Partner, this role independently manages employee relations, coaches supervisors and managers, and executes core people programs for assigned teams, including project and field-based groups. The position connects leadership and employees and escalates complex or high-risk matters to the Director. It requires strong relationship-building skills, sound judgment, and the ability to manage multiple priorities in a dynamic, project-driven environment. The role supports project managers, superintendents, operational leaders, and employees with people initiatives, employee relations, talent and performance programs, systems and compliance, and culture and engagement. Periodic travel to project sites may be required, where personal protective equipment must be worn. New employees must successfully pass a post-offer drug screening. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.

Requirements

Bachelor's degree in Human Resources, Business, or a related field, and 3–5 years of HR experience, preferably in a business partner or field HR role, or an equivalent combination of education and experience.
Working knowledge of employment law, employee relations, and performance management.
Strong relationship-building, problem-solving, and written and verbal communication skills.
Professionalism, discretion, and integrity when handling sensitive information.
Ability to manage multiple priorities and deadlines and to accept feedback and apply coaching in a fast-paced environment.
Ability to sit for extended periods; operate a computer, keyboard, mouse, and other office equipment; communicate effectively in person, by phone, and electronically; stand and walk occasionally; reach with hands and arms; occasionally lift or move items up to 20 pounds; and read printed documents and view computer screens.
Periodic travel to project sites may be required, with required personal protective equipment worn.
Successfully pass a post-offer drug screening.

Nice To Haves

Experience in construction, utilities, energy, union, or field-based operations environments.
Experience coaching managers or frontline supervisors.
Familiarity with HRIS systems, employee data tracking, or reporting tools.
HR certification such as PHR, SHRM-CP, or similar.

Responsibilities

Partner with project managers, superintendents, and operational leaders to understand workforce needs and align people priorities with project and business goals.
Execute people initiatives for assigned teams in support of the Senior Strategic People Partner.
Support change management related to growth, organizational change, and workforce transitions.
Serve as the primary contact for employee and leader inquiries, escalating complex or high-risk matters as appropriate.
Manage day-to-day employee relations matters, including documentation, investigations, and issue resolution, with fairness and compliance.
Ensure consistent application of company policies, practices, and people programs, including in union and field-based environments.
Support leaders through performance management cycles, feedback conversations, and development planning.
Coach supervisors and managers on communication, performance, and leadership effectiveness.
Partner with Recruiting and operations on workforce planning, onboarding, talent reviews, and succession planning aligned with project schedules.
Guide leaders and employees through people systems, tools, and processes to ensure timely and accurate completion.
Maintain accurate documentation and data to support compliance, consistency, and risk mitigation.
Partner with Safety and Legal as needed to uphold labor law and company policy.
Promote Summit Line's culture and values and bridge field and corporate teams.
Implement engagement and recognition programs and use feedback data to identify and address workforce trends.