Human Resources Business Partner

Description

The Human Resources Business Partner (HRBP) is the dedicated, on-site HR leader for the Mission Critical division, based full-time at the Brightstar office. As Mission Critical scales its field workforce, this role serves as the primary HR partner to operations leadership and the daily HR resource for employees on the ground — owning employee relations, workforce planning, leadership coaching, onboarding quality, compliance, and retention for the division.

This position reports to the Director of Human Resources and operates with a high degree of autonomy and sound independent judgment. Day-to-day HR leadership is provided on-site while the Director of Human Resources supports the division from Florida, so the HRBP must be able to stand on their own, build credibility quickly with field leadership, and influence outcomes without direct authority.

Requirements

Primary Responsibilities

Strategic Workforce Partnership

• Partner with Mission Critical operations leadership on workforce planning and headcount forecasting tied to project awards, backlog, and division growth, including the Douglasville prefabrication expansion.
• Translate operational priorities into HR strategy for the division — staffing, organizational structure, and capability needs.
• Serve as a trusted advisor to field and project leadership on people-related decisions.
  
  

Employee Relations & Compliance

• Own employee relations for the division: intake, coaching, and resolution handled on-site with discretion and sound documentation.
• Conduct face-to-face workplace investigations, ensuring consistent, timely, and defensible outcomes.
• Ensure compliance with federal and multi-state (Florida/Georgia) employment law, including I-9/E-Verify, FMLA, ADA, USERRA, and wage-and-hour requirements.
• Partner with safety and operations leadership on OSHA and site compliance matters affecting the workforce.
  
  

Leadership Coaching & Development

• Coach field supervisors, foremen, and superintendents — many promoted from the trades without formal people-management training — on performance management, documentation, and leading their crews.
• Support performance management cycles, corrective action, and difficult conversations at the division level.
• Build frontline leadership capability and bench strength as the division scales.
  
  

Onboarding, Retention & Engagement

• Oversee a consistent, compliant onboarding and new-hire orientation experience, including in-person I-9 verification and Day-One readiness.
• Lead retention and early-tenure turnover initiatives — stay conversations, onboarding follow-through, and exit analysis — to protect the division’s investment in new hires.
• Partner with Talent Acquisition to ensure a smooth candidate-to-employee transition during high-volume hiring.
• Support employee engagement, recognition, and communication efforts across the division’s workforce.
  
  

HR Operations & Data

• Maintain accurate workforce data and provide division-level reporting and insight to HR and business leadership.
• Administer and interpret HR policies on-site and serve as the local resource for employee questions.
• Support compensation, leave, and benefits processes in partnership with Total Rewards and the Director of Human Resources.
  
  

Core Competencies & Behavioral Attributes

Given the autonomous, on-site nature of this role, the following attributes are as important as technical HR experience:

• Independent judgment and autonomy — operates effectively without daily oversight; knows when to act and when to escalate.
• Influence without authority — builds credibility and drives outcomes with leaders who do not report to this role.
• Humility paired with presence — confident and credible in the field without being heavy-handed; earns trust quickly.
• Discretion and integrity — handles sensitive matters with confidentiality and sound ethical judgment.
• Business and operational acumen — understands the construction and field environment and connects HR to operational and financial outcomes.
• Resilience and composure — stays steady and organized in a high-volume, fast-changing environment.
• Bias for action and resourcefulness — solves problems on the ground rather than waiting for direction.
• Relationship-building and communication — connects credibly with field crews, supervisors, and executives alike.
  
  

Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience.
• 5 years of progressive HR experience, including HR business partner or senior generalist responsibilities.
• Demonstrated experience owning employee relations and conducting workplace investigations.
• Working knowledge of federal and multi-state employment law (Florida/Georgia), I-9/E-Verify, FMLA, ADA, USERRA, and wage-and-hour.
• Experience operating independently and supporting leaders across one or more sites.
• Proficiency with HRIS/payroll systems (Vista/Viewpoint a plus) and Microsoft Office.
  
  

Preferred Qualifications

• Experience in construction, mechanical, industrial, or other field-based, high-volume hiring environments.
• Bilingual (English/Spanish) strongly preferred.
• PHR/SPHR or SHRM-CP/SHRM-SCP certification.
• Experience supporting data center, mission critical, or skilled-trades workforces.
  
  

Work Environment & Physical Requirements

• Based full-time on-site at the Mission Critical (Brightstar) office.
• Regular presence on active construction sites for onboarding, investigations, and employee support; travel to regional job sites as needed.
• Ability to work in varying sites and environmental conditions and to move about active construction sites for periods of time.
  
  

Additional Information

Able to travel to other locations as needed.

Equal Opportunity Employer

Corvant is an Equal Opportunity Employer committed to diversity and inclusion in the workplace.

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