Human Resources Business Partner Jobs

About The Position

Requirements

• Bachelor's degree in Human Resources, Business, Organizational Development, or related field required.
• 5+ years of progressive HR Business Partner and employee relations experience.
• Demonstrated experience coaching leaders through complex employee relations, performance management, and workplace issues.
• Experience conducting or supporting workplace investigations.
• Strong understanding of employment practices, performance management, and employee relations principles.
• Demonstrated ability to build credibility and trust with leaders and employees at all levels.
• Strong business acumen and ability to understand and translate business priorities into people strategies and actions.
• Excellent communication, influencing, coaching, collaborating, and conflict-resolution skills.
• Ability to balance employee advocacy with business needs and organizational policies.
• Strong judgment, discretion, and ability to handle confidential and sensitive matters.
• Ability to operate effectively in both an embedded business-partner model and an enterprise/shared-services environment.
• Demonstrated ability to manage multiple priorities and respond effectively in a fast-paced, operational environment.
• Demonstrated computer proficiency, including Microsoft Outlook, Word, Excel, PPT, and general electronic file management.
• Strong attention to detail and the ability to collect, review, organize, and maintain accurate data and documentation.
• Strong organizational and time-management skills, with the ability to support multiple assignments and changing project priorities.
• Ability to work independently on routine assignments after receiving appropriate training while recognizing when guidance or technical review is required.
• Ability to work in both office and active construction-site environments.
• Valid driver’s license, ability to maintain a satisfactory Motor Vehicle Record, and compliance with KA’s Motor Vehicle Policy.
• Ability to travel regularly to construction jobsites and KACC office locations.
• The role requires being in a KACC office or job site at least 4 days a week.

Nice To Haves

• Experience supporting a construction, engineering, manufacturing, field-based, or similarly operational environment strongly preferred.
• Advanced degree (Master’s) or HR certification preferred.

Responsibilities

• Serve as the primary HR partner and trusted advisor to assigned construction leaders, providing timely, practical guidance on people-related matters.
• Develop strong relationships with leaders across project operations, field leadership, and corporate functions to understand business priorities, workforce needs, and organizational challenges.
• Coach leaders on effective people leadership, communication, employee engagement, performance expectations, accountability, and team effectiveness.
• Help leaders address employee issues proactively and appropriately, building their capability to independently manage people-related matters over time.
• Provide HR perspective and counsel during organizational changes, staffing decisions, workforce planning, and other business initiatives.
• Partner with leaders to identify trends and emerging workforce issues and recommend appropriate solutions.
• Serve as a primary resource for employee relations matters, including workplace concerns, interpersonal conflict, performance issues, policy questions, attendance, conduct, and other employee-related matters.
• Conduct or coordinate workplace investigations in a fair, thorough, timely, and confidential manner.
• Partner with leaders and enterprise HR resources to determine appropriate responses and ensure consistency with company policies and practices.
• Document employee relations matters appropriately and maintain confidentiality.
• Identify recurring employee relations themes and partner with business and HR leadership to address systemic issues and improve the employee experience.
• Provide guidance to leaders regarding performance management, corrective action, and employment decisions.
• Partner with KACC leaders throughout the performance management process, helping establish clear expectations, provide meaningful feedback, and address performance concerns.
• Support leaders in effectively utilizing the company's #GOALS cascading goal-setting process to connect enterprise and business priorities to individual and team goals.
• Coach leaders on setting meaningful goals, conducting ongoing performance conversations, and holding employees accountable for results.
• Help ensure performance management practices are consistent, effective, and aligned with company expectations.
• Partner with enterprise Talent and HR teams to support annual performance management and talent processes.
• Partner with leaders and Talent Acquisition to ensure effective and engaging onboarding experience for new employees.
• Support leaders in creating clear expectations, establishing early connections, and integrating new employees into their teams and the broader organization.
• Identify opportunities to improve the employee experience throughout the employee lifecycle.
• Help ensure HR policies, programs, and resources are effectively communicated and understood by leaders and employees.
• Partner with KACC leaders and enterprise HR to strengthen culture, engagement, trust, accountability, and connection across the organization.
• Support implementation of enterprise culture and employee engagement initiatives within the construction business.
• Translate enterprise HR initiatives into practical approaches that resonate with construction leaders and employees.
• Identify opportunities to improve communication, collaboration, recognition, and employee experience within KACC.
• Help leaders understand employee feedback and translate insights into meaningful action.
• Partner with leaders and enterprise Talent teams on talent planning, succession planning, career development, and retention of key employees.
• Support workforce planning and organizational effectiveness efforts within KACC.
• Identify talent risks and opportunities and bring appropriate enterprise HR resources to the business.
• Support internal mobility and development of employees across the organization.
• Partner with leaders on organizational changes, role clarity, team structures, and other workforce initiatives.
• Operate as an embedded HR partner to KACC while maintaining strong alignment with the broader enterprise HR organization.
• Leverage enterprise HR Centers of Expertise and shared services, including Talent Acquisition, Talent Development, Total Rewards, HR Operations, HRIS, and other specialized resources.
• Ensure KACC leaders receive consistent, high-quality HR support while allowing enterprise HR teams to provide specialized expertise and scalable solutions.
• Bring business needs, employee feedback, and emerging issues from KACC back to the enterprise HR organization to inform program design and continuous improvement.
• Collaborate across HR to implement enterprise programs and ensure they are effectively adopted within KACC.
• Contribute to the development and continuous improvement of enterprise HR processes, policies, tools, and programs.
• Help establish clear roles, decision rights, and service expectations between the HRBP, KACC leaders, and enterprise HR resources.
• Perform other duties as assigned by KACC and HR team leadership.

Benefits

• Medical insurance Plan Options
• Health Savings Accounts (HSA)
• Flex Spending Accounts (FSA)
• Wellness Program
• Fitness Center (Minneapolis)
• KA University Training and Development
• 401(k) Plan
• Company sponsored Short Term and Long Term Disability
• Company sponsored Life/Accidental Death and Dismemberment Insurance
• Time Off including vacation, sick and holiday pay
• Workplace Flexibility
• Paid Parental Leave
• Paid Military Leave for Active Reserve Duty
• Part time/Transition Options
• Free Parking