POSITION SUMMARY

Acts as a trusted advisor to senior leadership, providing high-level strategic guidance and leadership on HR matters across the organization. This role drives the people strategy and ensures HR initiatives support long-term business objectives and growth. The role may lead a team of other HR operations analysts and managers to execute on human resource operational activities and divsional initiatives for assigned business unit.
Responsible for the development and execution of strategic HR initiatives and programs that foster a high-performance culture, enhance organizational effectiveness and support the achievement of business unit specific goals/objectives. The role will serve as a trusted advisor to senior leaders, ensuring alignment between HR strategies and business goals.

REQUIRED KNOWLEDGE, EDUCATION, EXPERIENCE, SKILLS, AND ABILITIES:

• Bachelor’s degree in Human Resources or related field, or equivalent professional experience
• 15+ years of progressive HR experience
• Construction industry HR experience highly preferred
• Demonstrated expertise in employee relations, performance management and related HR strategies
• Experience supporting multiple Exec. Leadership-level stakeholders
• Direct management experience of other HR professionals

• Partner with senior leadership to define and execute the people strategy in alignment with business goals. Collaborate with business leaders within designated business markets/functions to develop and implement people/culture strategies that align with specific business market goals and objectives.
• Lead major HR initiatives, including organizational change, talent management, leadership development, succession planning and development, talent reviews, and employee engagement initiatives.
• Serve as a thought leader on HR best practices, influencing business decisions with data and insights.
• Manage complex employee relations and performance issues at a strategic level.
• Partners with Talent Acquisition and project delivery leaders within designated business markets/functions to proactively determine workforce needs and talent hiring strategies for designated business markets/functions.
• Oversees team member mobility to align talent with opportunities across assigned business markets where appropriate.
• Partners with assigned business markets to support the formal performance management cycle. (Performance Review, Talent Assessment, Career Conversations, Comp Planning, etc.). May oversee other managers or analysts who will facilitate this process.
• Employee Relations: Provide guidance and support on complex employee relations issues, ensuring compliance with company policies and employment laws.
• Partners with Organizational Development and Talent Development COEs to develop team member engagement and retention strategies that promote healthy and inclusive work environments.
• Provides guidance and act as an advisor related to a number of team member related issues including difficult circumstances, such as terminations, layoffs, workplace discrimination and harassment, and employee conflicts.