Vice President, Head of HR Business Partners

Suffolk Construction•Boston, MA

13h•Hybrid

About The Position

The Vice President, Head of HR Business Partners is a senior HR leader responsible for defining and advancing the strategy, structure, and impact of the HRBP function across Suffolk. This role leads a national team of HRBPs supporting both corporate and field operations, ensuring consistent, high-impact partnership that aligns people strategies with business objectives. In this role, you will lead the evolution of our HRBP model to support the growth of the organization, scaling delivery of core capabilities including leadership coaching, workforce planning, organizational development, employee relations and employee experience. This role requires an on-site presence 4 days a week in our amazing Boston office - which offers free parking, a free on-site gym and cafeteria and other perks that make for a great culture and unique employee experience!

Requirements

5+ years of progressive HR experience, with 4+ years explicitly leading HRBPs in a national or matrixed organization
Proven experience leading HRBP teams in complex, multi-location or field-based environments
Demonstrated success in organizational design, workforce planning, and talent strategy
Strong business acumen and ability to influence senior executives
Experience supporting organizational growth and scaling HR models
Direct experience with Oracle HCM (implementation or transformation strongly preferred)
Ability to work from the Boston, MA headquarters 4 days per week, with a willingness to travel quarterly

Nice To Haves

Construction, engineering, or similar field-based industry experience preferred

Responsibilities

Define and evolve a scalable HRBP service delivery model aligned with business growth and organizational complexity
Establish clear roles, expectations, and engagement norms across HRBPs, COEs, and business leaders
Standardize HR frameworks and ensure consistency of delivery across regions and project sites
Drive continuous improvement of HRBP processes, tools, and ways of working
Serve as a strategic advisor to senior leaders on organizational design, workforce planning, talent strategy, and leadership effectiveness
Influence business decisions through a balanced lens of performance, employee experience, and risk mitigation
Provide thought leadership on organizational effectiveness, culture, and leadership capability
Lead, coach, and develop a high-performing, geographically dispersed HRBP team
Elevate team capabilities toward strategic advisory, analytics-driven insights, and proactive talent planning
Embed coaching frameworks that enable HRBPs to effectively support business leaders
Drive consistency in delivery of core HRBP services (performance management, talent reviews, employee relations)
Partner with HR Centers of Excellence (COEs) to deliver integrated talent solutions, including succession planning and leadership development
Lead workforce planning strategies that align talent supply with project and business demand
Guide organizational design, restructuring, and job architecture efforts
Strengthen leadership capability and retention through proactive talent management practices
Champion a high-performance, inclusive culture aligned with company values
Enhance employee experience across both corporate and field populations
Equip frontline and project leaders with tools and coaching to drive engagement and retention
Implement mechanisms to capture and act on workforce feedback across regions
Partner closely with HR COEs (Talent Acquisition, Total Rewards, Talent Strategy, HR Operations, etc.)
Ensure seamless execution and adoption of enterprise HR initiatives
Align messaging and delivery of people solutions across the organization
Serve as a key HR leader in the transition to Oracle HCM
Partner with HR Technology to drive adoption, data literacy, and manager self-service
Lead change management efforts to support system implementation and workforce enablement
Leverage workforce data and analytics to inform strategy and drive outcomes
Monitor key people metrics (engagement, turnover, performance) and implement targeted action plans
Use insights to influence decision-making and continuously improve HR impact