Human Resources Business Partner - Construction

Job Summary

The Human Resources Business Partner provides hands-on HR support to the Field and Construction Group, including union employees and field leaders across multiple locations and jobsites. Reporting to the Human Resources Manager, this role partners with the Manager of Field Operations, General Superintendents, Superintendents, and forepersons to provide coaching and advice and support staffing, employee relations, onboarding, retention, performance management, and consistent application of company policies and applicable labor agreements. The HRBP manages day-to-day HR needs, implements established HR programs, and escalates complex or high-risk matters as needed.

Objectives and Key Outcomes

• Support field staffing plans and timely hiring to meet project and crew needs.
• Improve new-hire readiness, early-tenure follow-up, and employee retention.
• Provide timely, consistent employee relations support and practical coaching to field leaders.
• Maintain accurate employee and union-related information and coordinate timely resolution of employment questions.

Key Responsibilities

Field Partnership and Employee Relations

• Serve as an accessible HR contact for field employees and leaders; build relationships through regular communication and jobsite visits.
• Coach and advise the Manager of Field Operations, General Superintendents, Superintendents, and forepersons on employee relations, attendance, performance, conduct, documentation, and employee communication. Investigate employee concerns and recommend appropriate action in partnership with the Human Resources Manager.
• Coordinate corrective action, separations, and other employment changes within established approval processes; escalate sensitive investigations, potential legal concerns, and complex labor matters.

Recruiting and Workforce Planning

• Partner with field leaders and internal or RPO recruiters to prioritize openings, clarify job requirements, coordinate interviews, and support offers for welding, caulking, patching, foreperson, supervisory, and salaried construction roles.
• Maintain clear recruiting guidance on role requirements, travel expectations, schedules and union affiliation; coordinate screening and pre-employment requirements.
• Support workforce planning for project starts, changing crew needs, transfers, and redeployment with field leadership.

Onboarding Engagement and Retention

• Coordinate orientation and onboarding with Operations, Safety, Payroll, and recruiting partners so employees understand job expectations, reporting relationships, travel procedures, and union enrollment requirements.
• Partner with field leaders and Safety to reinforce safety culture and employee readiness for jobsite requirements.
• Complete new-hire check-ins, stay interviews, and exit interviews; identify turnover themes and help leaders execute retention, recognition, and communication actions for a dispersed workforce.

Union Coordination

• Coordinate verification of appropriate union local, classification, enrollment requirements, location, experience, and applicable agreements; maintain recruiter reference materials.
• Assist with union inquiries, grievance fact-finding, and documentation; refer contract interpretation disputes, negotiations, and arbitration matters to the Human Resources Manager and designated labor relations resources.

Performance Development and Compensation

• Coordinate the Field Performance and Skills Review process, including leader training, completion tracking, reporting, and follow-up on development needs.
• Coach and advise the Manager of Field Operations, General Superintendents, and Superintendents on leadership effectiveness, clear expectations, timely feedback, performance documentation, and development of forepersons and crew members.
• Support job descriptions, career progression and promotions in coordination with the Human Resources Manager and field leadership.

HR Operations Compliance and Reporting

• Maintain accurate HRIS records and timely processing of hires, transfers, leaves, and separations; protect confidential employee information.
• Coordinate the HR aspects of work-related injuries, leave, accommodations, and return to work with Safety and designated specialists; escalate complex cases to the Human Resources Manager.
• Apply company policies and applicable employment requirements consistently across states and jobsites; maintain required records and support audits.
• Track staffing, turnover, early-tenure retention, attendance, and review completion. Identify trends, recommend actions, and improve HR processes and recruiter tools.

Competencies

• Customer Focus: Builds trust and responds to employee and operational needs.
• Communicates Effectively: Provides clear, direct guidance to craft employees and leaders.
• Decision Quality: Uses facts, sound judgment, and appropriate escalation.
• Ensures Accountability: Follows through on commitments and maintains accurate documentation.
• Drives Results: Prioritizes competing needs and completes work with urgency.
• Drives Engagement: Helps leaders strengthen employee connection and retention.
• Business Insight: Understands how staffing, skills, and employee practices affect field execution.

Required Knowledge Skills and Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and relevant experience.
• Minimum three years of progressive HR experience with hands-on employee relations, recruiting, onboarding, and performance management responsibilities.
• Experience supporting construction, skilled trades, manufacturing, or another operational workforce; construction or field-services experience preferred.
• Working knowledge of union environments and collective bargaining agreement administration; experience with multi-state field workforce preferred.
• Ability to conduct investigations, coach front-line leaders, interpret policies, handle sensitive information, and recognize matters requiring escalation.
• Proficiency with HRIS, reporting, Microsoft Excel, and Teams; UKG, ADP Workforce Management, and RPO partnership experience preferred.
• PHR or SHRM-CP certification preferred.

Working Conditions

Office-based work includes extended computer use. Regular travel to field offices and construction jobsites, including occasional overnight travel, is required based on business needs. Jobsite visits may involve uneven terrain, outdoor weather conditions, and required personal protective equipment. Flexibility to support field schedules and occasional needs outside normal business hours is required. May occasionally lift items up to 25 pounds, with reasonable accommodation as applicable.