Human Resources Business Partner (Req #: 1255)

Peckham Industries

Location: Brewster, NY

Pay Range: $125,000.00 - $145,000.00

Salary Interval: Full Time

Description: Application InstructionsAbout Us:Peckham Industries Inc. (PII) has been a family-run business since 1924 and we believe our family by choice ethos delivers value as the trusted supplier of construction materials, products, and services in the communities we serve. Through our extensive network of hot mix asphalt and ready-mix concrete plants, quarries, and liquid asphalt terminals, PII delivers the highest quality materials and custom solutions to thousands of road construction and road maintenance customers. In addition, the companys construction operations include paving and road reclamation services, as well as precast/prestressed concrete production and erection of multi-level parking structures, specialty buildings, and bridge components.

Become part of our mission by realizing your purpose, serving our community interests, and delivering growth for our customers. Peckham Industries educates, innovates, and applies technology in a way that is safe, sustainable, inclusive, and profitable.

Position DescriptionJob Summary:As an HR Business Partner for our Materials line of business, the role maintains a strong understanding of the organizations strategic objectives, as well as its operational and financial performance, including the factors that influence results both positively and negatively. It includes communicating and reinforcing expectations and timelines for annual HR initiatives - such as merit planning, 9-Box reviews, and performance management - advising and coaching managers on effective member communications, setting expectations, and managing performance. The HRBP is responsible for executing the talent agenda in partnership with the Materials leadership team to deliver its strategic objectives.

Essential Functions

• Obligated. Actively participate in monthly line-of-business leadership meetings to gain insights into performance trends, operational challenges, and talent implications - ensuring HR strategies are aligned with business priorities.
• Respect and engage. Collaborate closely with Talent Acquisition, Benefits, and Job Architecture teams to anticipate workforce needs and proactively resolve challenges throughout the annual HR cycle, fostering a culture of partnership and trust.
• Honesty and Truth. Provide clear, accurate interpretation of Union contract language and advise managers on holiday scheduling, vacation entitlements, pay rules, and other HR/Payroll matters - ensuring compliance and fairness.
• Dedication. Ensure managers deliver a seamless onboarding experience for new team members by ensuring timely documentation, thorough orientation, and constructive feedback that sets the stage for long-term success.
• Measurement. Lead periodic workforce reviews to analyze demographics, identify attrition risks, assess performance trends, and forecast retirement and growth needs - using data to drive informed decisions.
• Loyalty. Serve as a trusted partner in the hiring process by participating in interview panels for salaried/hourly positions, ensuring alignment with organizational values and talent standards.
• Focused. Maintain precise organizational structures and reporting relationships while ensuring critical roles are staffed effectively - leveraging performance and talent tools to optimize workforce planning.
• Determined. Facilitate organizational and position review processes, including talent assessments and structural optimization, to ensure the right people are in the right roles for maximum impact.
• Mastery. Support leaders in crafting meaningful Individual Development Plans (IDPs) that accelerate growth, strengthen capabilities, and prepare talent for future opportunities.
• Communicate. Drive effective communication across leadership teams through structured cascades, one-on-on