Resources business partner to leadership of business units or headquarters
teams to direct consistent implementation of continuous improvement of human
resources practices across company. Provide leadership and expertise to
identify and drive employee initiatives, direct human resources functions and
teams. Member of regional/business unit leadership team. Manage one or more
Human Resource Managers/Generalists in more than one location.
Essential Duties & Key Responsibilities:
- Lead Human Resources (HR) and Talent Management (TM) strategies to achieve vision, mission, and goals of BU/Region.
- Play integral role in company-wide HR Leadership Team (HRLT). Cascade feedback and communications from senior management decisions and direction to HR teams.
- Role model of company culture, values, and Diversity and Inclusion (D&I) activities across company. Drive anti-racism learning, and advocate for equity and employee health and wellbeing working in collaboration with Business Unit (BU)/Regional leadership..
- Enrich the extraordinary employee experience by actively promoting trusting environment where employees can openly engage with HR. Connect in-person with employees regularly ‘where they work’, advocate and provide guidance to Business Unit (BU) and regional leadership on people-related needs and concerns.
- In partnership with BU leaders, establish programs to support initiatives to drive employee engagement, satisfaction, and retention. Utilize company-wide and local surveys to understand employee engagement levels and determine countermeasures to address trends.
- Formulate, evaluate, and implement HR priorities, goals, and objectives aligned with BU/regional business objectives in conjunction with BU/regional leadership.
- Lead and develop HR team to ensure deep bench strength in key areas of HR expertise. Foster teamwork, open communication, and collaboration with company-wide HR team.
- Embrace, apply, and coach HR team in lean concepts, practices, and use of Personal Kanban. Facilitate A3 problem solving sessions using Value Stream Mapping and Story Boarding to effect work productivity, enhance programs, coordinate and reduce waste, and make recommendations for process improvement.
- Deliver timely performance feedback for HR team and execute/contribute to performance appraisals during annual performance cycle.
- In partnership with BU/regional Operations, develop and implement integrated BU/regional staffing strategies and employee career progression and mobility.
- Develop BU/regional recruiting strategy (experienced hires, college relations/recruiting, and internships) in coordination with leaders to support hiring demands, mitigate organizational gaps, and build healthy candidate pipeline.
- Lead performance management and succession planning processes, assist in identification of talent gaps for critical/key contributor positions, and propose solutions. Ensure managers are prepared to deliver constructive feedback and coach and/or mentor employees.
- Lead BU salary and compensation planning; provide guidance to management regarding company’s merit philosophy.
- Champion Diversity and Inclusion (D&I) initiatives and collaborate with Employee Resources Groups (ERG) leaders in business unit/region. Design, develop, and implement D&I programs to position employees for success and identify career opportunities to fulfill individual aspirations.
- Drive decision support and intervention strategy using root cause analysis and interpretation of various metrics (hiring, employee relations, and turnover) and data trends.
- Guide BU leaders on employment decisions (hiring, disciplinary, and termination) and complex HR legal and compliance matters in order to mitigate risk. Ensure compliance with company policies and federal, state, and local laws, in collaboration with HR Policy & Communication as needed.
- Lead BU employee relations investigations and complaints; advise on employment decisions and collaborate with Employee Relations to ensure proper management of all cases.
- Coach all employee levels within BU including leadership. Serve as liaison for external professional coaches and participate in coaching engagements.
- Develop relationships and engage with internal and external legal counsel and compliance.
- Work in partnership with BU leaders and Environmental Health and Safety (EH&S) team to instill safety-first culture in support of Building L.I.F.E. (Living Injury Free Everyday) program.
- Serve as volunteer participant on company-wide HR business initiatives.
- Keep current with HR trends and be active in external professional HR organizations.
- Other activities, duties, and responsibilities as assigned.
- Bachelor's Degree from accredited degree program and minimum of 15 years of progressive human resources experience, or equivalent combination of education and experience with minimum of 5 years of experience at director level
- Experience with geographically-dispersed, virtual, and matrixed employee populations
- Experience fostering a culture that supports intra-organizational diverse and inclusive relationship.
- Advanced experience promoting talent management concepts and utilizing related tools (9 box, succession planning, career pathing, etc.
- Construction or construction-related industries, including trades and contractor management, and experience with large-size (10,000+ employees) organization, preferred
- Senior Professional in Human Resources® (HRCI SPHR®) or Society of Human Resources Management Senior Certified Professional (SHRM SCP®) certification, preferred
- Excellent interpersonal communication and professional presentation and persuasion skills to confidently engage and influence at all levels of organization and cultures
- Highly developed self-awareness and willingness to be vulnerable for continuous growth
- Political savvy and discernment in complex circumstances
- Self-starter with executive management and leadership skills and capable of managing multiple complex projects and tasks successfully to completion
- Able to build engaging partnerships with team and organizational stakeholders through trust, teamwork and direct communication
- Agile and change mindset; champion of innovation and lean culture and concepts, continuous improvement principles, methods, and tools
- Experience managing, mentoring and developing talent, desired
- Adapt to manage through ambiguity and changing environments and demands
- Active participation in professional and/or industry organizations
- Proficient in Microsoft suite of applications and human resources related applications
- Regular travel; travel modes include air, train, vehicle, and international travel as needed
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee regularly travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the
employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws.