Collaborate closely with HR Managers to ensure enterprise-wide HR programs are aligned and executed consistently.
Address urgent employee and manager needs, including performance management, coaching through conflict and team dynamics, and drafting performance improvement plans (PIPs).
Maintain a deep understanding of the day-to-day work environment, proactively identifying and addressing emerging workforce issues; provide feedback to HR leadership and People Strategy teams.
Stay current on employment law, labor regulations, and industry trends affecting both professional and craft labor.
Facilitate training for people leaders on HR processes, leadership skills, and union-related topics (e.g., effective 1:1s, feedback, conflict resolution, labor law updates).
Serve as a trusted HR advisor to managers and leaders across all job sites and regions , supporting both professional and craft labor populations.
Deliver people-first initiatives in talent management, engagement, inclusion, compensation, and performance management; lead or participate in employee relations investigations.
Conduct terminations and manage reduction-in-force (RIF) processes in accordance with company policy and union requirements.
Build, implement, and continuously improve HR policies, programs, and processes to support a rapidly evolving workforce and business needs.
Collaborate with Talent Acquisition to assess staffing needs, participate in interviews for key roles, provide hiring recommendations, and advise on overall staffing strategies, including leveraging local staffing firms.
Analyze HR metrics and data to identify trends, risks, and opportunities; build awareness of key metrics with people leaders.
Ensure consistent rollout of HR programs and build people leader capabilities across all geographies and labor groups.
Maintain composure and solution-oriented thinking in the face of evolving field demands and last-minute business adjustments.
Champion the annual performance appraisal process, coaching managers on ratings, feedback, and effective performance conversations.
Work with HR Managers and Directors to shape long-term workforce plans that align HR with business strategy, requiring strong business acumen and influence.
Partner with HR Generalist , HR Manager, and field leaders to develop and execute staffing and labor strategies (for C-M5 levels) , ensuring alignment with business goals and union agreements.
Provide mentoring and coaching across the HRBP peer group , fostering best practice sharing and continuous improvement.
Provide strategic guidance and hands-on support for union and non-union workforce matters, including labor relations, contract interpretation, and negotiations.
Act as a responsive and agile HR partner, adapting quickly to urgent workforce needs and changing operational priorities.
Advise managers on compensation decisions to administer the salary planning process, ensuring equity and compliance with union contracts.
Requirements
10+ years
bilingual
phr
shrm‑scp
hris
union relations
Effective time management and ability to meet deadlines.
Minimum 10 years of progressive HR experience, including significant union/labor relations experience.
Bilingual English and Spanish preferred and highly desirable.
Deep understanding of union environments, labor contracts, and workforce dynamics.
Thorough knowledge of employment laws, labor regulations, and HR best practices.
Exceptional organizational skills and attention to detail.
Or equivalent combination of education and experience.
Demonstrate agility in driving our people strategy and supporting a positive, inclusive work environment for all employees.
Ability to prioritize tasks and act with integrity, professionalism, and confidentiality.
Strong analytical and problem-solving skills.
PHR /SPHR or SHRM -CP / SHRM-SCP certification preferred.
Strong interpersonal, negotiation, and conflict resolution skills.
Bachelor’s degree in human resources or related field .
Excellent verbal and written communication skills.
Proficiency with Microsoft Office Suite, HRIS, Talent Management, and other HR-related software .
Benefits
Information not given or found
Training + Development
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Interview process
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Visa Sponsorship
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Security clearance
must pass a pre‑employment substance abuse test
Company
Overview
Founded in 1873
Year founded
The company has a rich history since 1873, contributing to its reputation as a trusted industry leader.
Provides construction management and real estate development solutions across various sectors.
Excels in delivering complex projects in commercial, residential, healthcare, education, and government sectors.
Known for precision in managing both large and small-scale projects.
Earns recognition for quality, safety, and sustainability in the construction industry.
Shapes skylines and communities through impactful projects.
Collaborates with all stakeholders to ensure successful project completion.
Culture + Values
Integrity - Employees act with integrity and are committed to doing the right thing.
Innovation - Employees are proactive in improving themselves, their projects, and their industry.
Collaboration - Employees work together as one team to achieve shared success.
Accountability - Employees take ownership of their actions and the outcomes they create.
Excellence - Employees continually strive to exceed expectations and deliver the highest quality.
Environment + Sustainability
Net Zero by 2050
Carbon Emissions Target
Committed to achieving zero carbon emissions by the middle of the century.
Incorporates sustainability practices in design, construction, and operations.
Focus on energy-efficient building practices and sustainable materials.
Offering green building certifications like LEED and WELL to clients.
Promoting waste diversion and recycling throughout projects.
Supports renewable energy solutions for both office operations and construction projects.
Inclusion & Diversity
30% Leadership Roles
Diverse Representation
30% of leadership positions are held by women and underrepresented groups.
Aims to create a culture where everyone feels valued and has the opportunity to succeed.
Increased focus on recruiting diverse talent and promoting inclusive leadership.
Offers mentorship programs to enhance professional development for diverse employees.
Promotes work-life balance through flexible schedules and family-supportive policies.