HR Business Partner

Overview:
Hays Electrical Services is a premier commercial electrical contractor with over 18 years of experience delivering complex, high-quality electrical installations across a wide range of industries. Our success is built on strong operational processes, detailed project planning, and disciplined project execution.

Position Overview:
Reporting directly to the VP, Human Resources, the HR Business Partner (HRBP) will help to implement programs and services designed to build organizational capacity, ensuring alignment with operational objectives. The incumbent will work closely with managers and employees to strengthen relationships, build engagement, and increase retention. The HRBP manages and resolves complex employee relations issues when they arise.

Category: Full-Time
Reports To: VP, HR
Location: Houston, TX

The ideal candidate for this role is a natural relationship builder who will be able to form strong connections built on trust within the small but mighty HR team and an organization that is scaling and evolving rapidly. You are an excellent communicator who listens to learn and communicates authentically – both verbally and in writing. You view tough conversations as opportunities. You are an analytical thinker who uses data to identify trends, build business cases, and develop recommendations. You are a problem solver and possess a proven track record of partnering and influencing key stakeholders to drive change. You are comfortable coaching for growth and development or to resolve conflict. You are objective and strive to engage different perspectives throughout the decision-making process.

Essential Job Duties:

• Builds strong and effective relationships with managers and employees to become a trusted and respected resource and partner.
• Participates in the development of comprehensive job descriptions for the organization to provide role clarity, performance expectations, and career paths for growth and development.
• Assists with the development and implementation of performance management strategies that support workforce engagement while maintaining high levels of accountability and compliance.
• Conducts regular labor law compliance reviews and audits, assists in the development of a policy framework that supports proactive labor law compliance.
• Meets with managers regularly to ensure continual alignment between Human Resources and business objectives, providing ongoing strategic business partnership and coaching.
• Supports Human Resources change initiatives, collaborating with and coaching leaders to drive engagement and success of workplace transitions.
• Provides input on business restructuring, workforce planning, and succession planning.
• Works closely with managers to identify training needs for business units and individual employees.
• Manages and resolves employee relations issues, including conducting objective and thorough investigations, and drafting effective disciplinary actions as necessary.
• Maintains a deep knowledge and understanding of applicable employment laws (federal, state, and local) to reduce legal risk and ensure regulatory compliance.
• Serves as the initial point of contact for all employee relations and disciplinary matters.
• Supports the VP, Human Resources in developing business cases by collecting information and data to assess cost and policy implications for new programs, systems, and initiatives.
• Participates in the research, development, and administration of compensation programs; monitors program success and assists in the administration and review of associated policies.
• Supports special projects such as market data benchmarking and regular compensation reviews.
• Performs other duties as assigned.

Role Competencies:

• Attention to Detail
• Collaboration & Communication
• Accountability & Initiative
• Time Management
• Critical Thinking
• Dealing with Ambiguity
• Confidentiality & Discretion
• Talent & Performance Management
• Organizational Design & Development
• Change Management
• Conflict Resolution
• Legal & Regulatory Compliance
• Employee Relations

Environment, Physical & Mental Activities:

The incumbent is in a non-confined office-type setting in which they are free to move about at will. It may include some minor annoyances such as noise, odors, drafts, etc.

The incumbent, while performing this position, spends time writing, speaking, listening, lifting (up to 10 pounds), driving, carrying, seeing (such as close, color, and peripheral vision, depth perception, and adjusted focus), sitting, pulling, walking, standing, squatting, kneeling, and reaching.

The incumbent for this position may operate any or all of the following: personal computer, cellular telephone, printer, fax, and other standard office equipment.

The incumbent in this position must be able to accommodate reading documents or instruments, detailed work, problem solving, customer contact, reasoning, math, language, presentations, verbal and written communication, analytical reasoning, stress, multiple concurrent tasks, and constant interruptions.

The work environment characteristics, physical, and mental demands 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 of this job.

Position Requirements:

Minimum Qualifications

• Bachelor’s degree in Human Resources or other relevant field.
• 6 years of comprehensive HR experience with knowledge of multiple disciplines, including employee relations; compliance; compensation; workforce development; performance management; organizational development, with at least 2 years in the construction industry.
• Thorough understanding of employment and labor laws, regulations, and guidelines (including but not limited to ADA, FMLA, FLSA, Title VII, etc.)
• Experience and deep understanding of Human Resource Information Systems (HRIS) and other modern HR platforms and tools.

Preferred Qualifications

• Prior experience working in construction industry.
• Professional certification such as PHR or SHRM-CP.

Management reserves the right to change this position description at any time according to business needs.