Human Resources Business Partner II

With over 18 years of experience, Hays Electrical Services is a nationally recognized electrical contractor delivering high-quality, safe, and reliable electrical solutions across commercial, industrial, and specialty markets. Licensed in multiple states and trusted by leading general contractors, Hays is built on a foundation of safety, excellence, drive, communication, and client focus.

Our mission is simple: to make ourselves indispensable to our customers. We achieve this by investing in our people, continuously improving our processes, and delivering results that set the standard in the electrical contracting industry.

Position Summary
Reporting directly to the VP, Human Resources, the HR Business Partner (HRBP) will help to implement programs and services designed to build organizational capacity, ensuring alignment with operational objectives. The incumbent will work closely with managers and employees to strengthen relationships, build engagement, and increase retention. The HRBP manages and resolves complex employee relations issues when they arise. The ideal candidate for this role is a natural relationship builder who will be able to form strong connections built on trust within the small but mighty HR team and an organization that is scaling and evolving rapidly.

You are an excellent communicator who listens to learn and communicates authentically – both verbally and in writing. You view tough conversations as opportunities. You are an analytical thinker who uses data to identify trends, build business cases, and develop recommendations. You are a problem solver and possess a proven track record of partnering and influencing key stakeholders to drive change.

You are comfortable coaching for growth and development or to resolve conflict. You are objective and strive to engage different perspectives throughout the decision-making process.

Key Responsibilities

• Builds strong and effective relationships with managers and employees to become a trusted and respected resource and partner.
• Participates in the development of comprehensive job descriptions for the organization to provide role clarity, performance expectations, and career paths for growth and development.
• Assists with the development and implementation of performance management strategies that support workforce engagement while maintaining high levels of accountability and compliance.
• Assists with the development and implementation of performance management strategies that support workforce engagement while maintaining high levels of accountability and compliance.
• Meets with managers regularly to ensure continual alignment between Human Resources and business objectives, providing ongoing strategic business partnership and coaching.
• Supports Human Resources change initiatives, collaborating with and coaching leaders to drive engagement and success of workplace transitions.
• Provides input on business restructuring, workforce planning, and succession planning.
• Works closely with managers to identify training needs for business units and individual employees
• Manages and resolves employee relations issues, including conducting objective and thorough investigations, and drafting effective disciplinary actions as necessary.
• Maintains a deep knowledge and understanding of applicable employment laws (federal, state, and local) to reduce legal risk and ensure regulatory compliance.
• Serves as the initial point of contact for all employee relations and disciplinary matters.
• Supports the VP, Human Resources in developing business cases by collecting information and data to assess cost and policy implications for new programs, systems, and initiatives.
• Participates in the research, development, and administration of compensation programs; monitors program success and assists in the administration and review of associated policies.
• Supports special projects such as market data bench marketing and regular compensation reviews. Performs other duties as assigned

Qualifications & Skills

• Bachelor’s degree in Human Resources or other relevant field.
• 4 years of comprehensive HR experience with knowledge of multiple disciplines, including employee relations; compliance; compensation; workforce development; performance management; organizational development, with at least 2 years in the construction industry
• Thorough understanding of employment and labor laws, regulations, and guidelines (including but not limited to ADA, FMLA, FLSA, Title VII, etc.)
• Experience managing employee relations…