Description
The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted advisor to business leaders, providing strategic and hands-on Human Resources support across assigned operating divisions. This role partners closely with field and corporate leadership to drive business performance through effective workforce planning, labor relations, talent management, employee engagement, organizational effectiveness, and compliance. The Sr. HRBP plays a critical management level role in supporting the employee population, ensuring compliance with labor laws and company practices, while fostering positive employee and labor-management relationships. The position balances strategic partnership with operational execution in a fast-paced construction environment.
Primary Duties and Responsibilities
Strategic Business Partnership
Serve as the primary HR partner to operational and functional leaders across assigned regions, business units, or projects.
Align people strategies with business objectives, workforce demands, and growth initiatives.
Provide coaching and guidance to leaders on organizational design, workforce planning, employee relations, performance management, and leadership effectiveness.
Will serve as the analytical partner for onboarding processes, payroll liaison and data, as well as other detail-oriented reporting.
Support organizational changes, restructures, acquisitions, integrations, and workforce transitions.
Analyze workforce trends, turnover, engagement, and labor metrics to identify risks and opportunities.
Key resources for onboarding and other payroll/employee related processes.
Act as a key HR resource in managing employee relationships and campaigns.
Promote positive employee relations and assist leaders in maintaining productive, engaged, and compliant work environments.
Conduct workplace investigations involving employee concerns, policy violations, and compliance matters.
Talent Management & Organizational Development
Support talent acquisition efforts for field, project, and leadership positions in partnership with Talent Acquisition team.
Facilitate succession planning, talent reviews, and leadership development initiatives.
Partner with leaders to identify workforce capability gaps and develop talent strategies.
Drive performance management processes, goal setting, and development planning.
Support employee engagement initiatives and action planning efforts.
Workforce Planning & Operational Support
Partner with business leaders to forecast workforce needs based on project pipelines and operational demands.
Support mobilization and workforce planning efforts for new projects and geographic expansion.
Collaborate with recruiting teams to address skilled labor shortages and critical workforce needs.
Assist in workforce optimization efforts while balancing operational requirements and employee experience.
Culture & Employee Experience
Champion company values and leadership expectations throughout the organization.
Support employee engagement, recognition, communication, and retention initiatives.
Help foster a culture of accountability, collaboration, safety, and continuous improvement.
Facilitate effective communication between leadership teams and employees across multiple locations and projects.
Additional Information
Role will regularly interact with senior operational leaders, field and project leaders and employees at all levels.
Position may require occasional support outside normal business hours due to operational or communication needs.
This role may support confidential business matters.
Travel Requirements
This is an onsite role based out of Richmond, VA with FT on site presence. Hybrid TBD date, 3-4 on site day and 1-2 remote per week.
Occasional travel to other offices, field locations, and project sites as needed.
Travel expectations may range from 5-10% depending on business needs (overnight not usually applicable).
Travel may include overnight stays and multi-site visits across the United States.
Salary range (not including benefits and bonus) $85,000-$110,000 annually.
Final compensation will be determined based on experience, education, licensure, skills, and other relevant factors.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
An Equal Opportunity/Affirmative Action Employer
Requirements
Required Skills and Qualifications
Bachelor's degree in Human Resources, Business Administration, Communications, or related field preferred.
Equivalent combination of education and experience may be considered.
Minimum 8-10 years of progressive Human Resources experience.
Minimum 3-5 years supporting unionized workforces and labor relations activities (preferred).
Experience within construction, engineering, industrial services, manufacturing, energy, infrastructure, or related field-based industries strongly preferred.
Experience supporting geographically dispersed employee populations.
Demonstrated experience advising senior leaders on complex employee and labor matters.
Strong interpersonal and relationship-building skills.
Excellent communication, problem-solving focus and customer service orientation.
Ability to build trust and maintain confidentiality.
Ability to manage multiple priorities in a fast-paced environment.
Enhanced knowledge of basic employment law, HR practices, and employee relations principles.
Preferred Skills and Qualifications
Spanish language fluency.
PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.
Experience with Vista Viewpoint, UKG, Workday, or similar is preferred.
