Human Resources Business Partner; Phoenix, AZ
Job in
Phoenix, Maricopa County, Arizona, 85003, USA
Listing for:
Sunland Asphalt
Full Time
position
Listed on 2026-03-11
Job specializations:
-
HR/Recruitment
Talent Manager, Employee Relations
Salary/Wage Range or Industry Benchmark: 80000 - 100000 USD Yearly
USD
80000.00
100000.00
YEAR
Job Description & How to Apply Below
Position: Human Resources Business Partner (Phoenix, AZ)
Overview
SUNLAND ASPHALT
Is the road to your future under construction?
Come join our Award-Winning Team.
Sunland Asphalt & Construction, LLC. strives to recruit top talent and we are committed to help you grow both professionally and personally. We are confident you will find our Company a dynamic and rewarding place in which to work because here at Sunland Asphalt our vision is: 'To be the best place in the world to work.'
Voted as one of Phoenix Business Journal’s Best Places to Work
, Sunland offers employees:
- Competitive Weekly Pay and Paid Time Off
- 401(K) with Employer Match
- Tuition Reimbursement
- Work/Life Balance and Community Involvement
- Comprehensive Health Benefits including Health, Dental, Vision
- Life/Disability Insurances
- Award Winning Peers & Projects
- And A Foundation Built on Safety
POSITION PURPOSE
With limited direction, this role serves as trusted advisor to leaders, aligning people strategies with operational priorities, workforce needs, and organizational growth. This role acts autonomously and proactively influences decisions, leads change initiatives, mitigates risk, and ensures consistent development, application and integration of HR policies, processes, and practices. The expectation is to provide strategic insights aligned to long term strategy with hands-on execution to improve performance, engagement, and organizational effectiveness.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Note: The essential duties and primary accountabilities below are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Incumbents may perform all or most of the primary accountabilities listed below. Specific tasks, responsibilities, or competencies may be documented in the incumbent s performance objectives as outlined by the employee s immediate supervisor or manager.
Actively embeds with business leaders to understand operational priorities, challenges, and future workforce needs, building trusted relationships that enable early HR involvement, open dialogue, and informed decision-making. Partners with and advises leadership with ongoing talent management efforts.Guided by long term goals, analyzes workforce data to identify trends, anticipate risks, and recommend proactive people solutions that improve outcomes and support business objectives. Facilitates regular leader touchpoints to review staffing plans, talent pipelines, performance trends, and succession readiness, ensuring workforce strategies align with current demands and future growth.With limited oversight handles escalated, complex, or high visibility employee relations matters by conducting investigations, coaching leaders through corrective action, and resolving issues in a fair, consistent, and legally compliant manner. Conducts internal investigations in conjunction with the appropriate resources and partners with legal to ensure compliance with state and federal laws and company direction. Responds to external agency audits, requests, or complaints, minimizing risk to the organization by partnering with legal and providing clear documentation and responses.Serves as the HR lead for integration of newly acquired entities by aligning policies, practices, systems, and cultural expectations to ensure consistency, compliance, and employee stability. Supports leaders and employees through ongoing and one-time organizational changes, restructures, integrations, and cultural shifts by leading workforce planning, integration playbooks, project management, communication strategies, and change adoption efforts.Leads enterprise-wide, high-impact initiatives that standardize HR policies and processes to best support the organization, including: implementation of workforce planning frameworks, employee handbook updates, and other critical HR processes to ensure clarity, fairness, and operational consistency.Proactively guides and coaches managers through the adoption of new policies, processes, and tools by providing clear guidance, practical training, and hands-on support to ensure consistent implementation, minimize disruption, and reinforce compliance and operational…
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