Human Resources Business Partner

Regarding Fraudulent Recruitment Communications:

Rosendin does not schedule unsolicited interviews, request application payments, or require the purchase of software or equipment as part of the hiring process.

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth oy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.

If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best.

As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder!

The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

• Conduct weekly meetings with respective business units.
• Consult with line management, providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• 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 (e.g., coaching, counseling, career development, disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Develop contract terms for new hires, promotions, and transfers.
• Provide guidance and input on business unit restructures, workforce planning and succession planning.
• Identify training needs for business units and individual executive coaching needs.
• Participate in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the position's role within the business unit.

• Influence others (particularly leaders) and partner across the organization
• Excellent verbal and written communication skills
• Excellent interpersonal and customer service skills
• Excellent organizational skills and attention to detail
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical and problem-solving skills
• Prioritize and manage multiple tasks, changing priorities as necessary
• Work under time pressure and adapt to changing requirements with a positive attitude
• Self-motivated, proactive and an effective team player
• Interact effectively and professionally with all levels of employees, both management and staff alike, vendors, clients, and others

• Bachelor's degree required; advanced degree in HR, Business, Organizational Development, or Industrial and Organizational psychology preferred
• Minimum 8 years' experience resolving complex employee relations issues
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred
• Can be a combination of education, training and relevant experience

Up to 25 % as needed

• General work environment - sitting for long periods, standing, walking, typing, carrying,…