The Sr. HR Manager, Business Partner shares many of the same responsibilities as the HR Manager, but the differences lie in the scope, complexity, and level of strategic influence.

The Sr. HR Manager is responsible for managing HR Business Partners and Sr HR Business Partners to execute HR Strategies and processes across the enterprise, while directly supporting Business/Ops and Department leaders (M6 – E2). This role directly supports the Business Unit Management and Operations Leaders in the full life cycle of human resources functions including but not limited to employee relations, talent management, and performance management, working with managers and employees within one or more business units. Will manage one or more HR Business Partners in one or more locations.

The Sr HR Manager, Business Partner is responsible for managing HR Business Partner to execute HR Strategies and processes across the enterprise, while directly supporting Business/Ops and Department leaders (M6 – E2).

• Manager is responsible for setting and managing expectations of all direct reports, performing people leader functions, and coaching and developing team members.
• Works with BUL/Dept Leaders to translate and assist in execution of Gilbane’s people first strategy.
• Works closely with HR Director, People Strategy to understand enterprise and regional strategic plans.
• Ensures that team understands priorities that align with the enterprise strategic plan and advises on execution of specific people strategies where appropriate.
• Serves as liaison with assigned HR Centers of Excellence to facilitate feedback loop with HR Business Partner and the business and provide recommendations for continuous improvement with focus on lean processes.
• Develops relationships and serves as trusted partner to local Business Unit management and operations leaders to provide guidance and execution of Human Resources (HR) initiatives, company policies, procedures, and local, state, and federal government laws and regulations.
• Participates in annual Business strategic planning efforts to ensure execution of initiatives, and goals are aligned to business objectives/People First initiatives.
• Executes and monitors implementation and progress of HR initiatives on behalf of programs designed by HR COE’s.
• Drive and execute annual Talent Management and Succession planning process to ensure skill development and future succession pipelines are in place.
• Provide guidance to Business Unit (BU) leadership on people-related needs and concerns while elevating to HR Director when required.
• Work with business leadership to drive a cohesive and consistent approach in implementing enterprise HR policies and processes.
• Partner with Business Leadership on key strategic staffing needs/plans for BU including recruitment and onboarding of campus recruits and experienced hires, internal mobility, and all associated processes, in collaboration with enterprise Talent Acquisition team as applicable.

• Bachelor’s degree in Human Resources or related field required
• 10-13 years of Human Resources experience
• Or equivalent combination of education and experience
• Excellent verbal and written communication skills
• Excellent interpersonal, negotiation, and conflict resolution skills
• Excellent organizational skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical and problem-solving skills
• Ability to prioritize tasks
• Ability to act with integrity, professionalism, and confidentiality
• Thorough knowledge of industry and employment-related laws and regulations
• Proficient with Microsoft Office Suite or related software
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems

Salary to be determined based on factors such as geographic location, skills, education, and/or experience of the applicant, as well as the internal equity and alignment with the team.

Gilbane offers an excellent total compensation package which includes competitive health and welfare benefits and a generous profit-sharing/401k plan. We invest in our employees’ education and have built Gilbane University into a top training organization in the construction industry. Qualified applicants who are offered a position must pass a pre-employment substance abuse test.

Gilbane is an Affirmative Action/Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to age, color, national origin, race, religion, sex, sexual orientation, gender identity, protected veteran status, or disability status.

Note to Recruiters, Placement Agencies, and Similar Organizations: Gilbane does not accept unsolicited resumes from agencies. Please do not forward unsolicited agency resumes to our jobs alias, website, or to any Gilbane employee. Gilbane will not pay fees to any third party agency or firm and will not be responsible for any agency fees associated with unsolicited resumes. Unsolicited resumes received will be considered property of Gilbane and will be processed accordingly.