Bilingual Human Resources Business Partner III

Enterprise Electrical is seeking an experienced Human Resources Business Partner III (HRBP III) to serve as a senior HR advisor to operational and functional leaders across the organization. This role partners closely with directors, vice presidents, and business leaders to align workforce strategies with organizational goals, support complex employee relations matters, and drive talent initiatives that strengthen leadership, retention, engagement, and organizational effectiveness.

The HRBP III plays a key role in workforce planning, organizational design, performance management, succession planning, and change management across multiple locations and business units. This position serves as a trusted advisor, mentors junior HR professionals, and collaborates with recruiting, compensation, benefits, payroll, safety, and learning teams to deliver consistent, scalable HR solutions that support Enterprise Electrical’s continued growth.

Key Responsibilities

• Serve as a trusted advisor to directors, vice presidents, and operational leaders on workforce strategy, organizational design, talent planning, and leadership effectiveness.
• Partner with business leaders to develop workforce plans that align staffing, structure, and organizational capabilities with business objectives.
• Provide guidance on role clarity, succession planning, retention strategies, employee development, and organizational effectiveness.
• Assess workforce trends and business challenges to proactively recommend HR solutions and risk mitigation strategies.

• Lead complex, sensitive, and cross-functional employee relations investigations and resolution efforts.
• Conduct thorough investigations involving workplace concerns, complaints, policy violations, and organizational conflicts.
• Partner with HR leadership, legal counsel, and business leaders when appropriate to ensure compliance and risk mitigation.
• Evaluate employment-related risks and guide leaders toward fair, documented, and sustainable outcomes.
• Ensure consistency in policy application, disciplinary actions, and employment practices across the organization.

• Lead workforce planning efforts related to growth initiatives, restructuring, project transitions, leadership changes, and organizational development.
• Analyze workforce capacity, staffing needs, turnover trends, and talent risks to support business planning.
• Collaborate with leadership to improve employee retention, engagement, succession readiness, and leadership effectiveness.
• Support organizational change initiatives through workforce planning, communication strategies, and change management efforts.

• Influence compensation, promotion, career development, and talent decisions in partnership with compensation and recruiting teams.
• Coach senior leaders and managers through performance management, employee development, conflict resolution, and difficult employment decisions.
• Develop manager capability through coaching, guidance, and leadership development support.
• Partner with Learning & Development teams to identify and address organizational training and development needs.

• Analyze workforce metrics including turnover, absenteeism, engagement, retention, organizational health, and leadership effectiveness.
• Build and present workforce analysis reports, dashboards, and recommendations to leadership teams.
• Use workforce and business data to identify trends, anticipate risks, and drive informed decision-making.
• Recommend and measure HR initiatives based on business outcomes and organizational goals.

• Collaborate with recruiting,…