Human Resources Business Partner

Human Resources Business Partner

Centuri Group is comprised of a family of companies that make up a utility infrastructure enterprise, operating throughout the US and Canada, safely delivering gas, electric and utility services to our customers and the community. We help you build your career on Solid Ground by investing in your development and valuing your unique skills, perspective, and background. Employees are the lifeblood of our organization, and we're committed to providing a stable foundation to continuously grow and thrive.

We've got work for the next 100 years - All we need is you!

As a Human Resources Business Partner, you will serve as a trusted advisor to operational leaders, support departments, supervisors, and employees across union and non-union environments. You will bring a strategic mindset, sound HR judgment, and a strong focus on compliance and HR best practices to help leaders make effective people decisions that support business objectives. This role requires someone who can build strong relationships while maintaining an independent HR perspective.

You should be comfortable providing candid counsel, identifying risk, and professionally challenging or pushing back when necessary to ensure decisions are fair, consistent, compliant, and aligned with company practices.

This is a highly people-facing role based in Berlin, Connecticut, initially requiring an in-office presence five days per week. Following successful training and acclimation, flexibility for remote work up to two days per week may be available based on business needs. Occasional travel to Springfield, Massachusetts, and Woodbridge, Connecticut is required to support employee relations, onboarding, New Hire Orientation, and other workforce needs.

You will report to the Regional HR Manager.

What You'll Do:

• Serve as a trusted HR advisor to assigned operational teams and support departments, developing a strong understanding of business priorities and workforce needs.
• Counsel and coach leaders on employee relations, performance management, policy interpretation, organizational change, and other people matters.
• Influence and appropriately challenge leaders when proposed decisions may create compliance, employee-relations, consistency, or organizational risk.
• Promote consistent application of company policies, collective bargaining requirements, employment laws, and HR best practices.
• Manage employee-relations matters from intake through resolution, including workplace investigations, documentation, risk assessment, and recommended actions.
• Build productive relationships with employees, management, and union representatives and serve as an effective liaison when workplace matters arise.
• Partner with Operations and Talent Acquisition on workforce planning, recruiting, candidate selection, and current and future staffing needs.
• Build relationships with technical schools, trade organizations, military organizations, and other strategic talent sources.
• Lead New Hire Orientation and support effective employee onboarding.
• Coach leaders on performance management, corrective action, documentation, and other management practices.
• Facilitate HR and management training and support organizational change initiatives.
• Analyze workforce data and trends—including turnover, retention, staffing, hiring sources, and time to fill—to identify risks and recommend improvements.
• Maintain accurate HRIS records, personnel documentation, and employee-relations case records.
• Coordinate leaves of absence, return-to-work activities, unemployment claims, and employee benefits support.
• Maintain a visible presence with the workforce and proactively identify opportunities for HR support.
• Travel periodically to Springfield, Massachusetts, and Woodbridge, Connecticut, to support employee relations, onboarding, and other HR needs.
• Perform other responsibilities and HR initiatives as assigned.

What You'll Have:

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• 3–5 years of progressive HR experience, or an equivalent combination of education and relevant experience.
• HR Generalist or HR Business Partner experience supporting…