What you’ll do

• Strategic HR partnership: Partner with senior leaders to translate business goals into people plans (org design, workforce planning, talent, engagement, retention). 
• Manager enablement: Coach managers on leadership routines, feedback, performance management, and team health; build practical toolkits and operating rhythms. 
• Employee relations & investigations: Lead complex ER cases with sound judgment, documentation, and consistency; advise on risk mitigation and compliance. 
• Performance management: Drive performance cycles and calibration; support PIPs and improvement plans with clear expectations and measurable outcomes. 
• Learning & development partnership: Partner with our L&D lead to build manager training, role-based learning paths, and practical workshops; help drive adoption and measure impact. 
• Payroll partnership & processing support: Partner closely with Payroll/Finance to ensure accurate, timely payroll processing across employee groups (including field/project-based teams). Own/coordinate inputs (changes, approvals, audits), troubleshoot issues, and improve payroll-related workflows and controls. 
• Change & integration support: Support M&A integration and change management (communications, manager alignment, policy harmonization, adoption tracking). 
• Compensation & job architecture support: Partner on leveling, offers, internal equity, and market benchmarking; help leaders make consistent decisions. 
• Talent & succession: Partner with Recruiting and LD&I to identify critical roles, succession risks, and development plans for technical leadership. 
• Culture & engagement: Use data (attrition, engagement, performance, DEI signals) to identify trends and run targeted interventions. 
• Policy & compliance: Ensure policies are practical and scalable; support training completion and compliance requirements across states and roles. 
• Operational excellence: Improve HR processes, templates, and documentation; create simple dashboards and KPIs for leadership. 

Requirements

• 4+ years of progressive HR experience, including HRBP work supporting leaders in a fast-paced environment. 
• Experience in professional services, engineering, construction, field operations, or project-based organizations strongly preferred. 
• Proven strength in employee relations, performance management, coaching, and change management. 
• Hands-on payroll experience: you’ve supported or processed payroll (or owned key inputs/approvals), understand payroll controls, and can partner effectively with Finance/Payroll vendors
• Learning & development exposure: you’ve helped design, deliver, or operationalize training programs (manager training, onboarding, role-based learning) and can measure outcomes. 
• Comfort operating at both strategic and hands-on levels (you can build the plan and run the play). 
• Strong business acumen and ability to influence without authority. 
• Data-informed approach (can define KPIs, interpret trends, and recommend actions). 
• Excellent communication skills clear, inclusive, and practical. 

Nice to have

• M&A integration experience (people-side diligence, harmonization, communications). 
• Multi-state HR exposure and experience supporting distributed teams.
• Experience supporting a blended workforce (office + field) and multiple pay types. 

Working style

• Collaborative, low-ego partner who builds trust quickly. 
• Comfortable with ambiguity and growth-stage change. 
• Bias toward action, clarity, and follow-through.