Human Resource Partner

The Human Resources Partner is the day-in, day-out HR partner for a defined client group (region, business unit, or functional area) at Rosendin. This role owns the people-related execution and judgment work within that client group based on established HR/Company policies, procedures, practices, and guidelines, partnering directly with front-line and mid-level leaders on employee relations, performance management, manager coaching, and the operational delivery of HR programs throughout the employee lifecycle. The role sits between HR Operations and the HR Business Partner and serves as the field intelligence layer for the function.

Responsibilities

Lead workplace investigations from intake through resolution and documentation; Investigate and resolve employee complaints, including formal grievances, harassment claims, and policy violations; Mediate manager-employee conflicts; Advise on accommodations (ADA, religious, pregnancy) with Legal and Benefits; Conduct exit interviews and surface patterns to HRBPs and leadership; Run the annual performance review cycle for the client group; Facilitate calibration discussions; Support talent review and succession planning; Partner with leaders on individual development plans for high-potential talent; Manage performance escalations and rating disputes; Coach front-line and middle managers through difficult people decisions; Onboard new people managers; Partner with Total Rewards and HRBPs on the annual compensation cycle and compensation conversations; Partner with managers on quarterly headcount planning, requisition approvals, and reorganizations; Identify capability gaps and partner with Talent Acquisition and Learning & Development; Translate enterprise HR programs into execution for the client group; Partner with HR Operations on employee lifecycle changes; Build strong relationships with leaders and employees; Maintain strict confidentiality; Perform additional duties as assigned

Requirements

Bachelor's degree in human resources or related field; 5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching; Working knowledge of employment laws and regulations related to employee management, including FMLA, leave of absence, ADA, NLRA, return-to-work, and general compliance and risk management; Ability to assess risk, think critically, and exercise sound judgment in ambiguous or complex situations; Foundational understanding of compensation practices; Demonstrated ability to lead workplace investigations from intake through resolution and documentation; Demonstrated ability to coach managers through difficult people decisions; Strong verbal and written communication skills; Basic data analysis and interpretation skills; Demonstrated problem-solving skills; High level of discretion and professionalism with sensitive and confidential employee information; Strong organizational skills; Ability to work effectively in a fast-paced environment; Proficiency in Microsoft Office (Outlook, Word, Excel)

Nice to have

Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP); Prior experience in construction, trades, or other project-based or field-heavy industries; Experience supporting a defined client group (region, business unit, or function) as the primary day-to-day HR partner; Experience with HRIS platforms such as Workday, Oracle, or SharePoint

Benefits

ESOP (Employee Stock Ownership); 401K; Annual bonus program based upon performance, profitability, and achievement; 17 PTO days per year plus 10 paid holidays; 3 days of paid sick leave each year; 3 days of paid bereavement leave each year; 3 days of paid jury duty; Medical, Dental, Vision Insurance; Bonding Leave; Term Life, AD&D Insurance, and Voluntary Life Insurance; Disability Income Protection Insurance; Pre-tax Flexible Spending Plans (Health and Dependent Care); Charitable Giving Match with the Rosendin Foundation