Job Overview:

As an HR Specialist with experience in special projects and programs within our Energy Segment, you will play a crucial role in developing, implementing, facilitating, and managing HR initiatives across multiple business units throughout the United States. Reporting to the segment HR Manager, this position requires a strategic mindset, strong project management skills, strong presentation skills, and the ability to collaborate effectively with HR Business Partners, corporate Learning & Development, and leadership teams.

The duties may consist of orientation, special projects, safety consultation, policy management, training, employee relations, and other programs at both the salaried professional and craft field levels.

Key Responsibilities:

1. Special Project Development and Implementation:
• Identify, plan, and execute special HR projects that align with the organizational goals and contribute to the overall success of the business units.
• Collaborate with cross-functional teams to ensure successful project execution, managing timelines, resources, and deliverables.
2. Program Design and Rollout:
• Develop and implement innovative HR programs and initiatives, based on our HR Strategy Plan, such as our employee onboarding experience, new supervisor training, leadership training and other training needs and initiatives as they are identified.
• Ensure that programs and training align with industry best practices and compliance standards.
3. Collaboration with HR Business Partners:
• Partner closely with HR Business Partners to understand the unique needs and challenges of different business units across the US.
• Provide support in implementing HR strategies and initiatives at the business unit level, ensuring consistency with the HR Strategy and organizational objectives.
4. Leadership Support:
• Provide expert HR advice and support to leadership teams, helping them navigate complex HR issues and challenges as it relates to special projects and programs.
• Collaborate with leadership to identify areas for improvement and implement solutions that enhance organizational effectiveness.
5. Policy Development and Compliance:
• Develop, review, and update HR policies and procedures, ensuring compliance with federal and state regulations and industry standards.
• Keep abreast of changes in employment laws and industry trends to proactively address potential compliance issues.
6. Employee Engagement and Retention:
• Design and implement employee engagement initiatives, such as employee surveys Ah recognizing the unique aspects of the business unit needs.
• Collaborate with HR Business Partners to identify retention strategies that support the long-term goals of the business units.
7. Data Analysis and Reporting:
• Utilize HR analytics to assess the impact and effectiveness of HR programs and initiatives. Ability to develop methods to track data accurately when needed.
• Prepare regular reports for HR leadership, highlighting key metrics and recommending adjustments as needed.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• 2-5 years of HR experience, with a focus on project management and program development.
• Strong understanding of the construction/engineering industry and its unique HR challenges.
• Excellent interpersonal and communication skills.
• Proven ability to work independently and collaboratively in a fast-paced, dynamic environment.
• Demonstrated experience in successfully managing and implementing HR projects.
• Skilled in the use of MS Office (Word, Excel, Outlook, PowerPoint) and office 365 with high level of accuracy
• Experience with talent management programs (such as UltiPro, iCIMS, HireDesk or Taleo)
• Experience with HRIS programs such as UltiPro, ADP, or JDE
• Demonstrated ability to provide beneficial recommendations to solve HR related issues related to regulations, laws, and policies
• Bilingual preferred (ability to speak, read, write, translate and present in Spanish).

Note: This job description is intended to convey information essential to understanding the scope of the position and is not an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with it. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice.