Human Resources Business Partner

Job Description: The HR Business Partneris responsible for the performance evaluation process, employee and leader training and development, employee relations, compliance, and other HR initiatives.The HR Business Partner works alongside HR Corporate Shared Servicesasboth a strategic and hands onteam member. The HR Business Partner translates business and corporate needs into people strategies to achieve business objectives. The HR Business Partner is responsible for developing a deep understanding of the businesss current and future strategy plans and objectives. This role will be accountable for leading initiatives to directly impact strategies to foster talent development, performance management, DE&IB, and employee engagement. The HR Business Partner will collaborate with HR leadership and business leaderson talent-related matters and will act as an employee and business advocate and change agent. A Day in the Life Talent Strategy & Execution Responsible for relationship management with functional business leaders to ensure day-to-day operations function consistently and in alignment with enterprise strategy e.g., talent experience, employee engagement, and retention & culture/diversity/inclusion. Build strong relationships with business leaders across the business, considering talent trends, business needs, business direction and business strategy to deliver solutions that support positive results and impact enterprise performance. In partnership with HR Leadership and other shared service partners, seek to find increased efficiencies while maintaining quality employee experience. Actively participates in creating efficiencies and improving internal processes. Participates in HR projects and audits as needed. Other projects or duties as assigned by management. Ability and willingness to assist other locations. Lead the delivery of Talent strategy in alignment with enterprise strategy. Integrate, align, and embed culture of diversity and inclusion in activities and initiatives. Lead or participate in HR projects, such as HR systems implementations, policy and procedure creation or updates, diversity and inclusion initiatives, employee engagement surveys, and employee development programs. Performance & Talent Management Coach leaders and assist in the development of plans for career growth, leadership opportunities, mobility, and succession. Leverage data and employee feedback to gather, organize data, conduct basic analysis, and develop conclusions. Develop, lead, and train on the Performance Management process. Facilitate talent development meetings, including year-end performance, promotion, and compensation recommendations. Create and facilitate training programs, presentations, and documented procedures to increase the knowledge, skills, and abilities of all employees and leadership in compliance with company, state, or federal laws. Learning & Development Collaborate with the HR team to identify training needs, design and implement learning programs, and ensure employees have access to the necessary resources for professional development. Support managers in the development of their teams, analyze needs, identify priorities and recommend training and development solutions in line with objectives. Employee Relations & Compliance Lead the HR team on compliance-related matters, including but not limited to: company policies and procedures, employee handbook updates and training, changes to federal and state employment laws, etc. Create training and compliance processes to ensure we maintain compliance throughout the enterprise. Coach employees and managers on correctly interpreting and administrating Company HR policy. Assist management in maintaining positive employee relations. Coach and advise employees and leaders on challenging and complex situations by applying comprehensive knowledge of HR and company policies and procedures. Provide coaching to people leaders on complex performance issues, including collaborat on on employee counseling. Partner with the HR team regarding investigations and complex employee matters. Create consistency in our employee relations processes, including documentation, approach, and training. Maintain knowledge of trends, best practices, regulatory changes, affirmative action plans, and new technologies in human resources, talent management, and employment law. Conduct various audits to ensure compliance with all state and federal guidelines. Employee Experience Deep understanding of culture, diversity, and the drivers impacting a positive employee experience. Fosters inclusion, diversity, and cultural practices to create and maintain a positive, rewarding, and inclusive environment. Assist in the life cycle of an employee from job creation to onboarding to development to advising on terminations and exit interviews. Develop and lead employee engagement assessment tools and strategies. Partner with Director, Human Resources and Organizational Development to use HCM for efficiencies and to meet HR team and organizational needs. What Youll Need Bachelors Degree in Human Resources or related field, or equivalent experience with 5-7 years of HR Generalist experience. Proficiency in HRIS, applicant tracking systems, and Microsoft Office Suite. Strong knowledge of employment laws and HR principles at the federal, state, and local levels. Business acumen to understand operations and identify performance-impacting levers. Skilled in identifying, resolving, and escalating complex risks and liabilities. Ability to act as a change agent, driving business improvements in a fast-paced environment. Strong time-management, problem-solving, and analytical skills, with the ability to prioritize and meet deadlines. High level of professionalism, integrity, and confidentiality. Excellent communication, organizational, and leadership abilities. Ability to influence and motivate teams, manage conflict, and foster collaboration. Committed to maintaining quality and supporting company culture and values. What Will Set You Apart Experience with Viewpoint Vista and Workday is preferred but not required. Previous experience working in Construction is preferred but not required. Relevant certifications, such as PHR/SPHR or SHRM certification, are preferred. Previous experience working in a union environment is preferred but not required. Other Must have a valid drivers license. Must be able to work 8 hour workdays, Monday through Friday. Additional work hours will be required throughout the year based on business needs and key initiatives. Must be able to pass a pre-employment drug test and background check. Must be able to travel up to 20%. This position is based on-site in Rogers, MN. Limited remote work available after training is complete. Who Are We? Veit is one of the countrys leading specialty contractors, with over 96 years of experience and the best people in the industry. We pride ourselves on our relentless pursuit to push the construction industry forward and deliver for our customers. Our modern fleet of iron, diverse expertise, and unmatched determination allow us to successfully tackle some of the largest and most complex projects across every sector while also living out our values every day. Our company culture is one where everyone pitches in to get the job done, regardless of job title or seniority. We do everything we can to maintain an atmosphere where family comes first. We want every one of our employees to look forward to each day at work and make it home safe and happy at the end of the day. Never settle, dig deeper Our Core Values Deliberately Safe We believe all safety incidents are avoidable when everyone operates with a deliberate mindset. We are deliberately… For full info follow application link. AN EQUAL OPPORTUNITY AFFIRMATIVE ACTION EMPLOYER, INCLUDING M/F/VET/DISABILITY