Human Resources Strategic Business Partner Lead

Company Description

RESPEC seeks a Human Resources Strategic Business Partner Lead to join our team in our Anchorage, AK; Denver, CO; Albuquerque, NM; Pipersville, PA; Rapid City, SD; or Richardson, TX, office.

Founded in 1969, RESPEC is a global, 100 percent employee-owned consulting and services company dedicated to delivering innovative solutions to complex challenges for private and public clients. Operating in 15 U.S. states and 2 Canadian provinces, with influence extending to 50 countries worldwide, RESPEC is a leader in water, mining, energy, natural resources, and infrastructure services. Our six market sectors—Mining & Energy, Water, Facilities, Transportation, Development Services, and Data & Technology—reflect our expertise and commitment to excellence. At RESPEC, we thrive on collaboration and partnership, applying advanced technology to achieve sustainable solutions and drive our projects forward. We are deeply invested in our employees’ success and well-being, fostering a supportive and innovative work environment where everyone can grow and contribute meaningfully. Our commitment to excellence is evident in our contributions to local communities and strategic alliances worldwide, ensuring that we continue to inspire and innovate in rapidly evolving technical environments.

We do not accept unsolicited resumes from third-party recruiters.

Job Description

The Human Resources Strategic Business Partner Lead will contribute to RESPEC’s performance by providing tactical and strategic consulting on people and organization development strategies in support of market sector objectives. This position will perform Human Resource (HR) related duties as a key partner supporting more than one functional group, and will carry out responsibilities in the following functional areas:

• Talent acquisition.
• Employee relations consultation.
• Policy interpretation and application.
• Performance and compensation management consultation.
• Talent management consultation.

Additional responsibilities may include organizational design, employee development initiatives, and training. The Strategic Business Partner Lead will be expected to exhibit key components of our core values (Passion, Accountability, Caring, and Teamwork [PACT]) and can effectively lead strategic initiatives, translate complex issues into actionable solutions, manage a variety of projects, communicate, and lead effectively while demonstrating professional and ethical actions. Projects will have an enterprise-level impact.

Essential Job Responsibilities:

Strategic Partnership and Leadership Support

• Partner with leadership to align HR strategy to business strategy.
• Partner with HR market sector partners to teach, coach, and mentor growth of skill sets and strategy execution.
• Act as a change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.
• Provide day-to-day and long-term coaching to leadership on a variety of actions, including employee relations issues, policy interpretation and application, talent management and development, and organizational design consultation.
• Support leaders in developing and implementing a succession planning strategy, including processes, resources, and reporting.
• Work with senior leaders to develop process plans at the department, team, and individual levels, based on key metric indicators and strategic dashboards.
• Collaborate with senior leaders to assess company-wide organizational projects with impact on organizational culture and people.

Talent Acquisition and Workforce Planning

• Conduct ongoing supply and demand analysis within Human Resources on current and future state staffing and skill needs and designs with talent acquisition strategies to meet those needs.
• Perform talent acquisition partnerships with assigned client base.
• Prescreen candidate applications and resumes for required skills, experience, and knowledge to fit position requirements.
• Make referrals to hiring managers and ensure efficient turn-around activity.
• Actively participate in recruitment campaigns with market sectors to help grow robust candidate pipelines.
• Co-facilitate parts of onboarding for new hires with market sectors, including new leader development.
• Remain current on trends and innovative recruiting techniques to compete in the market and within the industry.

Organizational Development and Effectiveness

• Work with senior leaders to develop engagements to enhance effectiveness within the various levels of the organization.
• Facilitate engagements and work sessions to enhance effectiveness at the individual, team, and functional level.