Human Resources Business Partner - Energy Division

Working at Knobelsdorff

Along with building state‑of‑the‑art projects, we build meaningful careers, lasting opportunities, and teams of dedicated individuals who truly own their work. As a leading turnkey specialty contractor specializing in Automation, Electric, Energy, and Power Services, our team tackles challenging, cutting‑edge projects that provide opportunities to build new skills, confidence, and gain valuable hands‑on experience in a variety of different industries. We tackle industrial electrical installations, advanced automation systems, and renewable energy solutions.

Since our founding as a family‑owned company in 1988, we’ve grown while staying true to our core values. Starting your career with Knobelsdorff means joining a culture that values your contributions, moves quickly, takes calculated risks, and celebrates team members who step up and own their work. If you’re ready to join a team where your voice matters, your growth is supported, and your impact is celebrated, Knobelsdorff (KE) is the place for you.

Reporting directly to the Director of Human Resources, the Human Resource Business Partner plays a critical role within the HR department by serving as a strategic partner to a designated division and its leadership team. This position ensures that HR strategies and practices are aligned with divisional goals, enabling effective talent management, organizational performance, and employee engagement.

• Strategic HR Partnership (20%)

  Collaborate with divisional leadership to align HR initiatives with business objectives, providing guidance on workforce planning, organizational design, and change management. Example:
  The HR Business Partner supports the Energy Division by partnering with operations leadership to address high turnover in field roles.

• Compliance & HR Data Integrity (20%)

  Ensure adherence to employment laws, company policies, and regulatory requirements while leveraging HR data and analytics to support decision‑making and identify trends. Example:
  As the company expanded operations into two new states, the HR Business Partner proactively researched and identified key employment law differences, including state‑specific requirements for paid sick leave.

• Point of Contact & HR Team Leadership (20%)

  Serve as the primary HR Business Partner and Point of Contact (POC) for the Division, with full accountability for the leadership, performance, and development of assigned Human Resource Generalists. Provide direct oversight and direction to the HR Generalist team, ensuring consistent, timely, and high‑quality HR support across all HR functions and policies. Act as the escalation point for complex or high‑risk HR issues and ensure alignment between HR execution and divisional leadership needs.
  
  Example:
  As the HRBP, the role partnered with division leadership to conduct a formal 180‑day review for a high‑impact leader, consolidating input from HR Generalists and ensuring consistent application of policy and expectations.

• Talent Management & Development (15%)

  Lead divisional efforts in talent acquisition, succession planning, and employee development to build a high‑performing, future‑ready workforce. Serve as the primary liaison between Talent Acquisition and Learning & Development to ensure alignment across hiring, onboarding, and growth strategies. Example:
  As HRBP for the Energy Division, they partnered with TA to identify gaps in field leadership roles and worked with L&D to launch a targeted onboarding and development program. This initiative reduced new hire ramp‑up time by 30% and prepared three internal candidates for leadership openings.

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 5+ years of progressive HR experience, including direct support to business leaders.
• Strong knowledge of employment laws, compliance, and HR best practices.
• Proven ability to manage and coach employee relations, performance management, and talent development.
• Proficient in using HR metrics and data to inform decisions and identify trends.
• Excellent interpersonal, verbal, and written communication skills.
• Experience with…