Human Resource Business Partner

About Us

PAR Western Line Contractors, LLC (dba QUES), a subsidiary of Quanta Services, Inc. (NYSE: PWR), is composed of some of the most highly qualified professionals experienced in all aspects of engineering, designing, asset management, and construction management for the electric utility and other industries. We are a highly mobile and flexible team with the ability to service every area and region within our customers’ area of operation. With over 700 employees and growing, we have thousands of years of combined electrical utility experience to draw from when committing to provide our clients with a wide range of utility services.

 

About this Role

The Human Resources Business Partner will act as a consultant for the organization on all issues related to Human Resources. The Human Resources Business Partner will be a proactive communicator and change agent who can successfully balance employee needs with business objectives to create integrated solutions.

 

The HR Business Partner will work directly with leadership to develop and direct an HR agenda that supports the organizational goals.

 

 

About PAR:

DELIVERING

POWERFULSOLUTIONS

One of the largest outside electrical contractors in the Western United States, PAR Western Line Contractors, LLC (PAR West) delivers a full range of project management, planning, engineering, procurement and construction (EPC), and emergency response services to our utility, industrial, commercial, governmental, renewable, energy storage and EV charging customers.We specialize in electric infrastructure (transmission lines, distribution systems and substations); gas distribution infrastructure; foundations; renewable, battery storage and EV charging facilities; and emergency restoration.

What You'll Do

• Ensure human resource policies and procedures throughout the organization fit the needs, goals, and aims of the organization and its senior leadership
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Advise and support managers on strategic issues, and help implement high-performing, integrated human resources practices
• Responsible for the HR needs of a mid-sized to regional employee group
• Consult with management, providing HR guidance when appropriate
• Coach and participate in employee disciplinary meetings, terminations, and investigations
• Provide support and guidance when questions and issues arise
• Manage and resolve employee relations issues
• Investigate allegations of wrongdoing and terminations by conducting effective, thorough, and objective intake on employee issues
• Handle employment-related inquiries from applicants, employees, and supervisors, and refer complex and/or sensitive matters to the appropriate staff
• Develop depth in an aspects (s) of HR, bringing a level of specialization to the staff
• Coordinate employment terms for new hires, promotions, and/or transfers
• Conduct exit interviews and stay interviews
• Provide HR policy guidance and interpretation
• Demonstrate safety awareness and call attention to unsafe conditions & practices
• Utilize procedures & best practices to promote accountability in a proactive, positive manner
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance
• Partner with the legal department as needed/required
• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices
• Coordinate Leave administration to legal and compliance standards
• Review policies and practices to maintain compliance
• Other related duties and projects as assigned

What You'll Bring

• Bachelor’s Degree in Business Management, Finance, HR, or Related Field
• Minimum 8 Years’ Experience in Human Resources
• 2+ Years in a Human Resources Leadership Role
• Strong working knowledge of multiple Human Resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
• Ability to identify and proactively confront critical developments, dysfunctions, or performance issues
• Effective at setting and communicating priorit