Human Resources Business Partner

This HR Business Partner role is a true seat at the table opportunity for an HR leader who thrives on influence, partnership, and impact. You’ll work closely with senior leaders to shape people strategies that drive business performance—serving as a trusted advisor, employee champion, and change agent across the organization. From complex employee relations and workforce planning to culture, engagement, and data‑driven decision‑making, this role blends strategy with hands‑on execution to build strong teams, healthy leadership practices, and a workplace where both people and the business can grow.

RK Industries (RK) is a second‑generation family‑owned business built on hard work and strong values. Led by brothers Rick and Jon Kinning, we take pride in delivering a wide range of hands‑on services including construction, manufacturing, custom fabrication, and building services. With seven specialized business units working in close coordination, we ensure every job is done right from start to finish.

Our proven methods, focus on safety, and commitment to quality help bring our customers’ biggest ideas to life.

The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a strategic consultant to management and employees on human resources‑related issues. The successful HRBP will act as an employee champion and change agent. The HRBP assesses and anticipates HR‑related needs, communicating proactively with our HR department and business management.

• Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of the business.
• Deliver consultation, facilitation and resolution strategies for workplace issues raised by employees or people managers.
• Conduct, or participate in, frequent and regular meetings with respective business units, providing HR guidance when appropriate.
• Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
• Identify and analyze employee relations matters, and recommend appropriate employment action to maintain continuity of approach, achieve optimal performance, and minimize risk.
• Facilitate new hire orientation.
• Maintain in-depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
• Provide day‑to‑day performance management guidance to line management (coaching, counseling, career development, compensation and disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Assist in communications between employees and people managers, providing guidance and clarification of company policies and procedures.
• Provide guidance and input on business unit restructures, workforce planning and succession planning.
• Identify training needs for business units and individual needs.
• Participate in evaluation and monitoring of success of training programs. Follow‑up to ensure training objectives are met.
• Drive retention through engagement with a continuous focus on culture of teams and management capability.
• Formulate partnerships across the HR function to deliver value‑added service to management and employees that reflect the business objectives of the organization.
• Utilize a data‑driven approach to deliver a strategy that drives improvements to the employee experience, builds healthy, long‑term relationships between the company and employees, and reduces people‑related risk.
• Maintain an effective level of business literacy about the business unit’s financial position, its future plans, its culture and its competition.

• Bachelor’s degree required. Master’s degree a plus.
• 5+ years HR experience with at least 3 years’ experience partnering with leaders.
• Thorough knowledge of human resources practices including employee relations, federal and state respective employment laws, organizational design,…