Corporate HR Business Partner

About The Role

Balfour Beatty Investments is seeking a Corporate Human Resources Business Partner to join our HR team in Malvern, Pennsylvania. This hybrid, in-office role supports our corporate business functions and serves as a trusted advisor to leaders and employees on employee relations, performance management, HR compliance, leadership coaching, and workforce initiatives..

The role is designed for a strategic HR professional who can partner closely with corporate leaders, provide practical and balanced HR guidance, and help strengthen leadership capability, employee engagement, and consistent HR practices across the organization.

This role is ideal for a proactive, data-driven HR professional who is comfortable leveraging technology, analytics, and AI-enabled tools to improve decision-making, identify trends, and drive measurable business results. The successful candidate will be a tech-forward thinker who can collaborate effectively with senior HR leaders and cross-functional partners across a Shared Services model to deliver practical, scalable HR solutions.

This role is ideal for a proactive, data-driven HR professional who is comfortable leveraging technology, analytics, and AI-enabled tools to improve decision-making, identify trends, and drive measurable business results. The successful candidate will be a tech-forward thinker who can collaborate effectively with senior HR leaders and cross-functional partners across a Shared Services model to deliver practical, scalable HR solutions.

Work Location and Travel

• Hybrid in-office role based at the Malvern, PA corporate office. 2-3 days a week in office would be expected.
• Regular in-office presence is required to support business partnership, leader engagement, and collaboration with the HR team.
• Travel is expected to be approximately 25%–35%, based on business needs.
  
  

What You’ll Do

• Serve as a trusted HR partner to corporate leaders and employees, providing guidance on employee relations, performance management, coaching, corrective action, and organizational effectiveness.
• Lead and support employee relations matters, including investigations, documentation review, corrective action guidance, and resolution of workplace concerns.
• Coach leaders through sensitive employment decisions using sound judgment, emotional intelligence, and consistent application of company policies.
• Partner with HR Shared Services, Talent Acquisition, Benefits, Payroll, Compliance, and other stakeholders to ensure effective HR service delivery.
• Support workforce planning, employee engagement, retention, leadership development, and culture initiatives aligned to business priorities.
• Use HR data, trends, and employee feedback to identify opportunities, influence solutions, and strengthen the employee experience.
  
  

What We’re Looking For

• Bachelor’s degree in Human Resources, Business, Labor Relations, or a related field; PHR or SPHR certification preferred.
• Five or more years of progressive Human Resources experience, including employee relations and leadership partnership experience.
• Strong knowledge of federal and state employment laws and HR compliance practices.
• Experience supporting multi-state or multi-location teams is preferred.
• Excellent communication, coaching, facilitation, and relationship-building skills.
• Ability to manage sensitive matters with professionalism, neutrality, discretion, and sound judgment.
• Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment
  
  

Pay Rate: $110,000 yr. - $130,000 yr.*

• This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, any collective bargaining agreements, and business or organizational needs. No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, incentive, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law and any applicable plan documents.