What are the responsibilities and job description for the HR Business Partner position at Emery Sapp & Sons?
An HR Business Partner role plays a crucial role within our organization. The HR Business Partner will acts as a strategic partner to Operations Leaders and other managers to align HR practices with the overall goals of the organization. The HR Business Partner will provide guidance on talent acquisition, employee relations, performance management, development, and organizational design. Within this role, it is required to work closely with department leaders to understand their unique needs and translate them into actionable HR strategies; essentially bridging the gap between human resources and operational needs to achieve our company goals.
Responsibilities
- Serve as the point of contact and collaborate with managers, Operations Leadership, Executive Management, and employees to provide guidance on HR policies, procedures, and employee relations issues.
- Develop and implement HR strategies that align with the company's goals by understanding business operations, goals, and challenges.
- Lead and support change management initiatives to ensure smooth transition during organizational changes.
- Support managers with conflict resolution (employee relations issues, investigations, resolution of complaints) and disciplinary action while ensuring fair and consistent practices are followed.
- Partner with managers at all levels of the organization to develop and implement programs to enhance employee engagement, satisfaction and retention.
- Oversee the performance management (and talent management) process including goal setting, performance reviews and development plans.
- Identify and develop internal talent for future leadership roles through succession planning initiatives.
- Support the development and communication of HR policies and procedures in compliance with legal requirements and best practices.
- Support and ensure company practices comply with all relevant labor laws and regulations, conducting audits and training as necessary.
- Partner with managers to develop and execute human resource strategies and initiatives that support the company's goals and objectives
- Provide support and guidance to HR colleagues, fostering a collaborative and supportive team environment.
- Lead or participate in HR projects, ensuring timely and successful completion.
- Stay up-to-date on emerging HR trends and best practices
- Ensure a smooth onboarding process for new hires, including orientation and integration into the company culture.
- Prepare and present/communicate training sessions for managers and employees on HR-related topics
- Support all areas of HR and other duties as assigned
- Available to travel to all locations/offices (65%)
Qualifications
- Bachelor's degree in Human Resources or related field preferred
- 3 years of experience in Human Resources preferred
- Experience as a Human Resources Business Partner preferred
- Industry knowledge (Heavy-Civil contraction) preferred
- Strong understanding of HR strategies and practices including employment law (federal, state, and local).
- Strong document control practices
- Excellent leadership and management skills
- Excellent communication and interpersonal skills
- Strong analytical and problem-solving skills
- Experience in the Workday environment is a plus
- 65% travel required
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
