About Suffolk:

Suffolk is a national enterprise that builds, innovates and invests. Suffolk is an end-to-end business that provides value throughout the entire project lifecycle by leveraging its core construction management services with vertical service lines that include real estate capital investment, design, self-perform construction services, technology start-up investment (Suffolk Technologies) and innovation research/development.

Suffolk - America's Contractor - is a national company with more than $5.0 billion in annual revenue, 2,600 employees, and main offices in Boston (headquarters), New York City, Miami, West Palm Beach, Tampa, Estero, Dallas, Los Angeles, San Francisco, and San Diego. Suffolk manages some of the most complex, sophisticated projects in the country, serving clients in every major industry sector, including healthcare, life sciences, education, gaming, transportation/aviation, government, mission critical and commercial. Suffolk is privately held and is led by founder, chairman and CEO John Fish. Suffolk is ranked #8 on ENR's list of "Top CM-at-Risk Contractors." We are proud to be a certified "Great Place to Work."

The Position:

This role will serve as the strategic partner to our Northeast Operations Leadership team supporting the areas of performance management, development, and engagement. Additionally, the Director, Human Resources Business Partner, ensures we have increased focus and commitment to the employee experience, project standards, engagement, retention, and high-performance culture that embodies Suffolk's core values.

Responsibilities:

Serve as a strategic partner to the senior leadership team and build strong relationships with our field operations teams.
• Be a trusted advisor, coaching business leaders on leadership effectiveness and organizational performance.
• Drive and execute the annual performance management process for the Northeast Operations teams.
• Effectively use influence and negotiation strategies to secure support from stakeholders for support of key initiatives.
• In line with Suffolk's vision and strategic priorities, drive employee engagement and ensure a collaborative workforce based on shared goals and accountability.
• Lead employee relations resolutions, minimizing risk to the organization by actively responding to and addressing employee concerns in a timely, effective manner.
• Conduct complete investigations and make recommendations based on findings/facts, partnering with HR leadership and legal counsel.
• Lead and manage change across client groups to influence organizational culture. Implement change programs as business needs dictate.
• Oversee annual and quarterly compensation planning process in partnership with our compensation team and regional leadership, ensuring highest performers are compensated in line with their business impact and contributions.
• Be a D&I champion for the region in partnership with the D&I team.
• Partner with P&C colleagues to instill a culture that emphasizes collaboration, accountability, and transparency among the P&C team.
• In partnership with the learning & development teams, identify training needs, drive professional development initiatives, and ensure compliance with mandatory training.
• Lead and manage a team of People & Culture managers, providing guidance, mentorship and support in their professional development.

Qualifications:

• 10 years of successful business partnership, with proven success in linking HR strategies to the business.
• Ability to manage enterprise-wide projects/initiatives independently.
• Experience in working effectively across all levels of an organization.
• Hands-on approach willing to roll up sleeves to deliver results.
• Successful implementation of operational and strategic programs and processes across a geographically dispersed region with multiple jobsites.
• Ability to assess an organization, identify gaps, and develop solutions.
• Possess strong influencing and interpersonal skills, particularly in a high performing work environment.
• Experience managing and leading a team of HR professionals.
• Availability for field travel, ranging from 25% to 50% of the time to nearby project sites. Flexibility to travel 10-15% to New York regional office.

Critical Competencies for Success

• Relationship Building / Influencing: Demonstrate effective and appropriate influencing skills with senior management/partners, combining strategic HR knowledge with deep organizational understanding. Build strong relationships with solid trust and mutual respect as the foundation. Leverage strong judgment skills to make decisions. Instinctively know when and how to introduce change so that it is broadly accepted and institutionalized.
• Strong Intellect: Ability to combine analytical reasoning, creativity, and judgment. Quick study, handle complex matters and have multiple initiatives going on simultaneously. Able to deal effectively with strategic issues and tactical operational details.
• Highly Ethical: Can be trusted to do only the "right thing" for our associates and key stakeholders. Follows a balanced approach without compromising integrity.
• Values and Leadership: Demonstrates alignment to our Values.
• Results Oriented: Energetic, resourceful, strong service orientation, and a positive can-do attitude. Fully committed to the job and delivering outstanding work. Never satisfied with the status-quo, continually striving for excellence. Enjoys working hands-on.
• Change Agent: Comfortable designing for the future while managing day-to-day HR matters. Able to anticipate risks and propose practical plans to mitigate them. Appreciates HR's impact and how HR is an integral part of the company's business strategy.
• Low Ego: Puts needs of the business ahead of themself. Operates in a transparent fashion without a personal agenda.
• Self-starter: Able to challenge the status quo sensitively and constructively. Intellectually agile, self-confident, and highly articulate.

While performing the duties of this job, the employee is regularly required to sit for long periods of time; talk or hear; perform fine motor, hand, and finger skills in the use of a keyboard, telephone, or writing. The employee is frequently required to stands; walk; and reach with arms and/or hands. Specific vision abilities include close vision, distance vision, depth perception and the ability to adjust focus. The employee will spend their time in an office environment with a quiet to moderate noise level.

Suffolk provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, pregnancy or maternity, national origin, citizenship, genetic information, disability, protected veteran, gender identity, age or any other status protected by law. This policy applies to recruiting, hiring, transfers, promotions, terminations, compensation, benefits, and all other terms and conditions of employment. Suffolk will not tolerate any unlawful discrimination toward, or harassment of, applicants or employees by anyone at Suffolk, or anyone working on behalf of Suffolk.