HR Partner

• Serve as the day-in, day-out HR partner for a defined client group, typically a region, business unit, or functional area.
• Lead workplace investigations from intake through resolution and documentation, partnering with HRBPs and Legal as needed.
• Investigate and resolve employee complaints, grievances, harassment claims, and policy violations.
• Mediate manager-employee conflicts and advise on ADA, religious, and pregnancy accommodations.
• Conduct exit interviews, synthesize themes, and surface patterns to HRBPs and leadership.
• Run annual performance review cycles, including timelines, calibration sessions, and manager training.
• Facilitate talent reviews and succession planning, document outcomes, and track follow-up actions.
• Partner with leaders on development plans for high-potential talent.
• Manage performance escalations, rating disputes, and complex performance situations.
• Coach front-line and middle managers on performance management, terminations, compensation conversations, role changes, counseling, disciplinary actions, improvement plans, and career development.
• Onboard new people managers into Rosendin’s management practices.
• Identify capability patterns and partner with Learning & Development and HRBPs on solutions.
• Execute annual compensation cycles, including budget allocation guidance and manager communications.
• Support job-description documentation and counsel managers on equity, merit, and promotion decisions.
• Support managers through employee compensation conversations.
• Partner on quarterly headcount planning, requisition approvals, reorganizations, and organizational changes.
• Identify capability gaps and partner with Talent Acquisition and Learning & Development.
• Provide field intelligence on engagement, retention, and morale.
• Translate and localize enterprise HR programs, policy changes, benefits updates, and HR announcements.
• Partner with HR Operations on employee lifecycle changes including hires, promotions, transfers, and terminations.
• Resolve escalated employee inquiries requiring policy interpretation or judgment.
• Build relationships with leaders and employees to improve engagement, morale, productivity, and retention.
• Maintain strict confidentiality and collaborate with HR Centers of Excellence.
• Perform additional duties as assigned.

Requirements

• Bachelor’s degree in human resources or related field.
• 5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching.
• Can be a combination of education, training, and relevant experience.
• Working knowledge of employment laws and regulations related to employee management, including FMLA, leave of absence, ADA, NLRA, return-to-work, and general compliance and risk management.
• Ability to assess risk, think critically, and exercise sound judgment in ambiguous or complex situations.
• Foundational understanding of compensation practices and ability to apply established programs.
• Demonstrated ability to lead workplace investigations from intake through resolution and documentation.
• Demonstrated ability to coach managers through difficult people decisions, including performance, termination, and compensation conversations.
• Strong verbal and written communication skills, with ability to influence, negotiate, and interact at all organizational levels.
• Basic data analysis and interpretation skills.
• Demonstrated problem-solving skills.
• High level of discretion and professionalism handling sensitive and confidential employee information.
• Strong organizational skills and ability to manage multiple priorities, maintain accurate records, and ensure timely follow-up.
• Ability to work effectively in a fast-paced environment, adapt to changing priorities, and maintain a positive, customer-focused mindset.
• Proficiency in Microsoft Office (Outlook, Word, Excel).
• Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.
• Prior experience in construction, trades, or other project-based or field-heavy industries preferred.
• Experience supporting a defined client group as the primary day-to-day HR partner preferred.
• Up to 20% travel.

Core Competencies

Demonstrates expertise in employee…