Human Resources Business Partner

Job Summary

As an HR Business Partner for our Materials line of business, the role maintains a strong understanding of the organization’s 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-one discussions, and Toolbox talks - ensuring clarity, alignment, and engagement at every level.
• Transparency and Learning. Coach managers on implementing action plans, managing performance, conducting employee relations investigations, and applying tools like the 9-Box - promoting accountability and continuous improvement.
• Results Matter. Monitor and report on key talent metrics such as aging open roles, attrition rates, and performance completion - providing actionable insights that enable leadership to make data-driven decisions.
  
  

Requirements, Education And Experience

• Bachelor's degree in Business Administration, Human Resources, or related field.
• 5 years of experience in Human Resources, preferably in an HR Business Partner role supporting operations or manufacturing in a multi-location environment.
• 1 - 3 years of experience working in or supporting a unionized environment, including interpreting contract language and pay rules.
• Ability to connect business strategy, operational performance, and financial drivers to inform talent decisions.
• Supporting leadership teams and coaching managers in delivering effective performance management, workforce planning and contingencies, and organizational design.
• Skilled in coaching managers on communication, performance expectations, employee relations, and use of HR tools (e.g., 9-Box).
• Ability to analyze and report talent data, identify trends, and recommend actions.
• Strong communication and relationship-building skills with the ability to influence leaders.
• Must have a valid driver’s license and reliable transportation.
• Authorized to work in the U.S.
  
  

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Travel

Position may require between 25%-40% travel by personal vehicle to offices throughout the state of New York, and New England based on the needs of the business.

Work Environment/Physical Demands

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers. This is mostly sedentary, outside of travel, in an office space. The abilities to sit at a desk, frequent walking, bending, or standing, as necessary, are required.

Values

At Peckham, you will experience our values wherever you work: corporate offices, plants, quarries, or paving operations. We share a common set of values - safety, integrity, dedication, and efficiency which are embedded in how we show up every day. Ours is a culture where we protect family and friends, our word is our bond, we are committed to serve and results matter. Our values are the foundation of our growth, and we believe will pave the way for future success.