Senior P+C Business Partner

Overview

HR business partner advising leaders on talent, performance, and employee relations

Key Responsibilities

• compensation coaching
• hr systems
• change management
• talent review
• employee relations
• compliance

Tasks

-In conjunction with the Compensation Specialist, coach managers and employees on compensation practices, ensuring understanding of pay programs, equity, and total rewards. -Proactively develop a deep understanding of the business segment’s operations, goals, and challenges to build strong partnership with leadership. -Facilitate organizational change by partnering with leaders to implement change management strategies, communicate effectively, and support teams through transitions. -Provide back-up for onboarding of newly hired team members and make updates and changes to current team members in multiple HR systems -Serve as a primary point of contact for team members and managers regarding HR policies, employee matters, and benefits questions, escalating complex issues as needed. -Participates in the coordination of large-scale People & Culture initiatives including and not limited to new policy rollout, job & salary reviews, workforce planning, organizational change, on-boarding & exit processes. Diversity and leadership initiatives -Collaborate with Talent Acquisition, Director, People & Culture, and other Business Partners on headcount planning, workforce analytics, and implementation of new HR processes. -Drive talent review and succession management, including high potential identification, development planning and successor identification for assigned business segments. -Oversee employee relations matters, including investigations, conflict resolution, and high-impact performance management cases, ensuring alignment with company values and legal requirements. -Support business segment engagement by working with leaders and team members to improve work relationships, drive performance, build morale, and increase retention through engagement initiatives and Gallup Q12 Action Plans. -Advise business segment leaders on performance management, employee relations, retention, legal compliance and engagement strategies, escalating to the Director, People & Culture when appropriate. -Ensure compliance with federal, state, and local legal requirements by staying informed of legislation, enforcing adherence, and advising management on necessary actions. -Team members are expected to maintain a dedicated and ergonomically appropriate remote workspace.

Requirements

• shrm-cp
• phr
• ms office
• bachelor's
• employment law
• 5-7 yrs

What You Bring

-Good organizational and priority setting skills -Proactive self-starter who anticipates areas of added value -Adaptable to frequent competing demands and frequent changes -SHRM-CP or PHR certification preferred -5-7 years of relevant HR/People & Culture experience, with at least 2-3 years in a business partner or advisory capacity. -Demonstrated experience supporting or leading HR projects, employee relations, performance management, onboarding, and benefits administration. -Attention to detail -The physical activities of this position include frequent sitting, telephone communication, and working on a computer for extended periods. Visual acuity is required to perform activities close to the eyes. -Strong MS Office Skills- Word, Excel, Power Point -Ability to meet deadlines under pressure – strong time management skills -Team members who live within commuting distance of one of our office locations (Greater Cincinnati/Northern Kentucky or Atlanta, Georgia) are expected to work in a hybrid capacity, with regular in-office presence as determined by the team or department. -Bachelor’s degree required; advanced degree in Human Resources, Business Administration, or related field preferred. -Strong knowledge of employment law, HR best practices, and workforce planning. -Excellent verbal and written communication skills -All team members must reside and perform their work within the United States. -Approachable – able to build rapport with all levels

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Benefits

-Team members who live outside of commuting distance will be designated as remote team members. While not required to report to an office regularly, remote team members may be expected to travel to a designated office location occasionally for team meetings, training, or other business needs with reasonable notice.

About Constructconnect

-Founded with the mission to simplify and accelerate the construction process. -They offer a suite of tools that streamlines project bidding, forecasting, and networking for contractors, engineers, architects, and suppliers. -Their platform helps users access construction project leads, detailed plans, and specs, facilitating quicker and more efficient project execution. -plays a key role in sectors such as residential, commercial, industrial, and infrastructure, serving a diverse client base across the globe. -their software tools are particularly renowned for helping users find new business opportunities, manage project data, and streamline the construction lifecycle. -a standout feature is their collaboration with other tech giants to integrate construction data with cutting-edge technologies like AI and machine learning. -continuously expands its portfolio with acquisitions, strengthening its position as a key player in the construction tech space.

Sector Specialisms