Senior People & Culture Operations Partner

Milhouse Engineering and Construction, Inc.•Atlanta, GA

1d•$86,000 - $105,000•Hybrid

About The Position

The Senior People & Culture Operations Partner serves as a trusted People & Culture partner to both field-based and corporate teams, providing a balance of strategic HR partnership and operational support. This role works closely with leaders and team members across the organization to support employee relations, performance management, talent development, workforce planning, engagement, and the consistent application of People & Culture policies and practices. This role combines employee relations, performance management, talent development, workforce planning, engagement, onboarding, and day-to-day People & Culture execution. The Senior People & Culture Operations Partner acts as an advisor for assigned business areas, building strong relationships with leaders and team members while understanding business needs and translating them into effective People & Culture solutions. The role requires strong judgment, discretion, communication skills, and the ability to operate effectively in both corporate and field environments. This position will partner closely with People & Culture Center of Excellence teams, Talent, and other internal stakeholders to deliver consistent and positive team member experience across the organization.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred and/or years of experience.
5+ years of progressive HR/People & Culture experience, with demonstrated experience in an HR generalist or HR business partner capacity.
Strong experience supporting employee relations and performance management.
Experience partnering directly with managers and senior leaders.
Experience supporting both corporate and operational, field, construction, engineering, or project-based environments preferred.
Working knowledge of employment laws and HR best practices.
Experience with HRIS systems and Microsoft Office, particularly Excel.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Understands business priorities and connects people strategies to organizational needs.
Handles sensitive employee matters with sound judgment, consistency, and discretion.
Builds manager capability through practical coaching and guidance.
Communicates clearly and effectively with team members at all levels and across different work environments.
Establishes trust and credibility with field team members, corporate teams, managers, and senior leaders.
Evaluates complex situations, identifies root causes, and develops practical solutions.
Understands how workforce decisions affect operations, productivity, cost, risk, and organizational performance.
Effectively balances strategic priorities with hands-on People and Culture responsibilities in a changing environment.
Demonstrates sound judgment when handling sensitive team member and business information.
Uses people and workforce data to identify trends and make informed recommendations.
Takes ownership of issues through resolution and follows through on commitments.
Works effectively across P&C and with leaders and cross-functional partners to deliver solutions.

Responsibilities

Serve as a trusted People & Culture partner to assigned field and corporate leaders, providing guidance aligned with business priorities and workforce needs.
Coach leaders and managers on employee management, communication, performance, accountability, organizational effectiveness, and workplace practices.
Manage employee relations matters, including performance concerns, conduct, attendance, workplace conflict, investigations, corrective action, and other sensitive employee issues.
Partner with leaders on performance management, including goal setting, performance reviews, performance improvement plans, and team member development.
Support organizational needs, including organizational structure changes, promotions, transfers, reorganizations, and succession considerations.
Identify workforce trends and risks through team member feedback, people data, turnover analysis, and business observations, and recommend appropriate actions.
Support talent management and development initiatives, including performance reviews, succession planning, career development, leadership development, and retention strategies.
Drive employee engagement and experience initiatives, helping leaders translate team member feedback and engagement results into meaningful actions.
Provide day-to-day guidance on company policies, benefits, leave, compensation, payroll, P&C processes, and other employee-related questions.
Support HR operations and employee lifecycle activities, including onboarding, employee changes, promotions, transfers, separations, documentation, and HRIS transactions.
Ensure consistent application of company policies and practices, escalating complex, sensitive, or high-risk matters to P&C leadership and appropriate partners.
Support field-based teams and locations, adapting People & Culture practices to operational environments and providing an accessible P&C presence where needed.
Develop and maintain P&C resources and processes, including SOPs, manager guidance, communications, and process improvements that enhance efficiency and consistency.
Maintain knowledge of employment practices and applicable regulations and support compliance, reporting, audits, and other People & Culture initiatives.

Benefits

Medical, Dental & Vision Coverage
Company Sponsored Life Insurance and Short-Term Disability
Voluntary Coverages
Discounted Gym Membership
Competitive Base Salary
401(k) Retirement Plan
Professional Development Incentives
Milhouse University (Cross-Functional Training)
Employee Education & Development Program
Generous PTO + Paid Holidays
Paid Parental Leave
Extracurricular Sports Teams
Employee Recognition Program
Employee Referral Bonus
Transit Benefits Program
Charitable Events and Activities offered through non-profit affiliate – Milhouse Charities.