HR Partner

• Serve as the day-in, day-out HR partner for a defined client group, typically a region, business unit, or functional area.
• Lead workplace investigations from intake through resolution and documentation, partnering with HRBPs and Legal as needed.
• Investigate and resolve employee complaints, grievances, harassment claims, and policy violations.
• Mediate manager-employee conflicts and advise on ADA, religious, and pregnancy accommodations.
• Conduct exit interviews, synthesize themes, and surface patterns to HRBPs and leadership.
• Run annual performance review cycles, including timelines, calibration sessions, and manager training.
• Facilitate talent reviews and succession planning, document outcomes, and track follow-up actions.
• Partner with leaders on development plans for high-potential talent.
• Manage performance escalations, rating disputes, and complex performance situations.
• Coach front-line and middle managers on performance management, terminations, compensation conversations, role changes, counseling, disciplinary actions, improvement plans, and career development.
• Onboard new people managers into Rosendin’s management practices.
• Identify capability patterns and partner with Learning & Development and HRBPs on solutions.
• Execute annual compensation cycles, including budget allocation guidance and manager communications.
• Support job-description documentation and counsel managers on equity, merit, and promotion decisions.
• Support managers through employee compensation conversations.
• Partner on quarterly headcount planning, requisition approvals, reorganizations, and organizational changes.
• Identify capability gaps and partner with Talent Acquisition and Learning & Development.
• Provide field intelligence on engagement, retention, and morale.
• Translate and localize enterprise HR programs, policy changes, benefits updates, and HR announcements.
• Partner with HR Operations on employee lifecycle changes including hires, promotions, transfers, and terminations.
• Resolve escalated employee inquiries requiring policy interpretation or judgment.
• Build relationships with leaders and employees to improve engagement, morale, productivity, and retention.
• Maintain strict confidentiality and collaborate with HR Centers of Excellence.
• Perform additional duties as assigned.

Requirements

• Bachelor’s degree in human resources or related field.
• 5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching.
• Can be a combination of education, training, and relevant experience.
• Working knowledge of employment laws and regulations related to employee management, including FMLA, leave of absence, ADA, NLRA, return-to-work, and general compliance and risk management.
• Ability to assess risk, think critically, and exercise sound judgment in ambiguous or complex situations.
• Foundational understanding of compensation practices and ability to apply established programs.
• Demonstrated ability to lead workplace investigations from intake through resolution and documentation.
• Demonstrated ability to coach managers through difficult people decisions, including performance, termination, and compensation conversations.
• Strong verbal and written communication skills, with ability to influence, negotiate, and interact at all organizational levels.
• Basic data analysis and interpretation skills.
• Demonstrated problem-solving skills.
• High level of discretion and professionalism handling sensitive and confidential employee information.
• Strong organizational skills and ability to manage multiple priorities, maintain accurate records, and ensure timely follow-up.
• Ability to work effectively in a fast-paced environment, adapt to changing priorities, and maintain a positive, customer-focused mindset.
• Proficiency in Microsoft Office (Outlook, Word, Excel).
• Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.
• Prior experience in construction, trades, or other project-based or field-heavy industries preferred.
• Experience supporting a defined client group as the primary day-to-day HR partner preferred.
• Up to 20% travel.

Core Competencies

Demonstrates expertise in employee relations, workplace investigations, and performance management while effectively coaching managers and supporting talent development initiatives. Proficient in navigating employment laws and maintaining confidentiality in sensitive HR matters.

Highest-signal resume keywords

• Employee Relations
• Workplace Investigations
• Performance Management
• Manager Coaching
• Employment Law Compliance

ATS Optimization Keywords

Hard Skills

• Data Analysis
• Compensation Practices
• Performance Review Management
• Conflict Mediation
• Talent Development

Soft Skills

• Strong Communication Skills
• Problem-Solving Skills
• Organizational Skills
• Discretion and Professionalism
• Customer-Focused Mindset

Certifications & Qualifications

• PHR
• SPHR
• SHRM-CP
• SHRM-SCP

Industry Keywords

• Construction
• Trades
• Project-Based Industries
• Field-Heavy Industries
• HR Partner

Tools & Technologies

• Microsoft Office