What are the responsibilities and job description for the Human Resources Business Partner position at Kaiser Enterprise?
About Us:
The Kaiser Enterprise is a privately held, vertically-integrated turn-key supplier of industrial systems. Our diverse group of companies has the expertise to serve a wide array of markets. From automotive paint shops, to data centers, to water infrastructure plants, the Kaiser Enterprise is poised to offer any solution from projects to products.
The Kaiser Enterprise includes, Gallagher-Kaiser (GK), GK de Mexico, GK Canada, GK GmbH Germany, Universal Piping Industries (UPI), Tann Corporation, Kais-AIR®, Commerce Controls Incorporated (CCI), Ventcon Incorporated, Rival Insulation, Kaiser Industrial, Universal Fire Protection (UFP), and Syenergy Engineering.
Role Overview:
The Human Resources Business Partner (HRBP) works directly with operations leadership, project managers, and field superintendents to deliver people strategies that drive project performance, workforce stability, and a team first culture. Reporting to the Director of Human Resources, the HRBP serves as a trusted advisor across all phases of the employee lifecycle.
Key Responsibilities:
Strategic Partnership
- Act as a strategic advisor to division and project leadership, aligning HR programs with business objectives, project timelines, and workforce forecasts.
- Collaborate with operations to develop project-based workforce plans. Anticipate hiring surges, peak season demands, and demobilization needs.
- Partner with senior leadership to identify organizational design improvements that support growth, efficiency, and talent retention.
Employee Relations & Performance
- Serve as the primary resource for complex employee relations matters. Conducting thorough, objective investigations and recommending appropriate resolution.
- Coach and develop managers and field supervisors on performance management, progressive discipline, and constructive feedback practices.
- Partner with project managers to address team dynamics, conflict, and interpersonal issues that impact job site productivity and morale.
- Lead performance review cycles and support calibration discussions across business units.
HR Data & Systems
- Utilize HRIS to maintain accurate workforce data and generate analytics that inform strategic decisions on headcount, turnover, compensation, and engagement.
- Track and report on key HR metrics; present findings to business leaders in a concise, actionable format.
- Support the implementation and adoption of HR technology improvements across field and office populations.
Qualifications:
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 5 years of progressive HR generalist or business partner experience; at least 2 years in construction, engineering, or a similarly complex, field-based industry preferred.
- Strong investigation and conflict resolution skills with the ability to handle sensitive matters with discretion and professionalism.
- Demonstrated success influencing stakeholders across business capabilities
- Experience with talent management processes, including performance management, succession planning, and talent development
- Experience in organizational design and change management
- Strong understanding of HR principles, practices, and legal regulations
- Experience in using HR analytics and data-driven decision-making
Core Competencies:
- Business Acumen: Understands how a construction company makes money; speaks the language of project margins, labor productivity, and schedule risk.
- Relationship Building: Earns trust across all levels. From entry level staff to VPs and project owners.
- Change Management: Comfortable leading people through organizational shifts, system changes, and evolving workforce strategies.
- Data-Driven Judgment: Uses workforce analytics to tell a story and influence decisions, while maintaining sound HR instincts.
- Resilience & Adaptability: Thrives in a fast-paced, project-driven environment where priorities can shift quickly.
- Integrity: Maintains confidentiality and consistently models the ethical standards expected of the organization.