Senior Manager, HR Business Partner

Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you’re looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best.  As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder!   YOUR NEXT OPPORTUNITY: The Senior Manager, HR Business Partner provides guidance in Human Resources’ alignment to business objectives with employees and management in designated business units across the organization. This is a highly visible role that will be expected to frequently interface with and counsel senior leaders. The leadership position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP Manager maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. In addition, they provide advisory support to the corporate People Department function to maintain alignment between corporate objectives and business needs. WHAT YOU’LL DO: Conduct weekly meetings with respective business units.  Consult with line management, providing HR guidance when appropriate.  Provides data driven input and guidance to HR Centers of Excellence to ensure that the People Organization’s Procedures, Policies, and Processes effectively support business objectives.  Collaborates with the business, recommends best practices and supports the implementation of creative solutions and improvements that meet business needs.  Discretely conducts risk analyses of unique HR related issues to aid in decision-making. Provides leadership and guidance to the wider HRBP organization to coordinate initiatives and implement solutions. Actively supports HR Organization as mentor and subject matter expert Coach and influence business leaders to effectively navigate complex or sensitive people related issues Build effective and trusted relationships with key business leaders. Promotes and models the core values of Rosendin Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.  Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).  Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.  Provide HR policy guidance and interpretation.  Provide guidance and input on business unit restructuring, workforce planning, and succession planning.  Identify training needs for business units and individual executive coaching needs.  Participate in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.  The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the position’s role within the business unit.   WHAT YOU’LL NEED TO BE SUCCESSFUL: Proficient in Microsoft Office Suite (Outlook, Word, Excel, etc.); Oracle preferred  Influence others (particularly leaders) and partner across the organization  Excellent verbal and written communication skills  Excellent interpersonal and customer service skills  Excellent organizational skills and attention to detail  Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.  Advanced financial acumen and the ability to understand and measure the financial impact of People processes on the business.  Advanced presentation skills for executive audiences. Acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices and supporting administrative practices. Excellent time management skills with a proven ability to meet deadlines  Strong analytical and problem-solving skills  Prioritize and manage multiple tasks, changing priorities as necessary  Work under time pressure and adapt to changing requirements with a positive attitude  Self-motivated, proactive and an effective team player  Interact effectively and professionally with all levels of employees, both management and staff alike, vendors, clients, and others  WHAT YOU BRING TO US: Bachelor's degree required; advanced degree in HR, Business, Organizational Development, or Industrial and Organizational psychology preferred  Minimum 12 years’ progressive experience with working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws  Candidate must have the ability to successfully navigate and influence in a highly matrixed