US HR Lead - People and Culture

At WestLand, we are each driven by our own purposes and aspirations. We are encouraged to develop our own unique skills while also growing our business. For some, it's envisioning the lives of tribal ancestors as told by the artifacts uncovered on their lands. For others, there's no greater meaning than being in the field collecting data on flora or fauna. For our engineers and architects, it may be the pride in seeing a design come to life or solving a complex problem while navigating the complexities of environmental and permitting requirements. What unites us all, however, is our commitment to our clients and to each other.

WestLand is large enough to provide a wide range of opportunities for career growth yet nimble enough for you to forge your own unique business and professional path. We pride ourselves on an inclusive environment where talented and creative individuals work together on unique and inspiring projects, bringing innovative solutions to our clients. Make a difference with us at WestLand!

WestLand is adding a US HR Lead - People and Culture to our growing team of HR professionals! The US HR Lead - People and Culture position is responsible for aligning business objectives with employees and management, delivering on HR initiatives, and executing on the People Strategy within the US Business Units of the Water & Ecology pillar of Trinity Consultants (WestLand's parent company). With a focus on our people, this position formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. The US HR Lead - People and Culture develops and maintains employment practices to support a strong culture as we experience growth, both organically and through acquisitions. During an acquisition, this role will require a heavy volume of travel.

What will I be doing?

• Consulting with US Water & Ecology pillar leaders at all levels, providing HR guidance when appropriate. Being a trusted advisor to the Managing Director and building strong partnerships with the Pillar HRBP.
• Analyzing trends and metrics in partnership with the Business Unit Analyst, the Pillar HRBP and Corporate HR group to identify trends or issues and further develop solutions, programs, and policies.
• Working with the Trinity Corporate HR and Integration teams on merger and acquisition activities by providing local leadership with a focus on cultural alignment, open and direct communication, process integration, and employee relations.
  • Working with the WestLand Integration team and Corporate HR on future M& A activities.
  • Actively participating in the integration of US Water and Ecology pillar Mergers and Acquisitions, as it relates to HR functions, policies, on-boarding, and other activities as deemed appropriate by leadership.
  • Working with, and providing support to, the US Water and Ecology Recruiting Lead
  • Working closely with the HRBP and corporate HR leadership to assure alignment of on-boarding processes and fostering a positive new employee experience.

• Directing and managing the Business Unit's HR team, including providing guidance and support, performance evaluation, and career development.
• Managing and resolving complex employee relations issues.
• Coaching and mentoring team members, as well as providing strategic advice to business leaders.
• Maintaining an in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance in a multi-state organization. Partnering with the legal department as needed/required.

• Providing day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
• Working closely with management and employees to improve work relationships, increase engagement, and increase productivity and retention.
• Providing HR policy guidance, interpretation, and adherence, in alignment with corporate policies.
• Ensuring alignment with Corporate HR on compensation for new hires, promotions, transfers, and acquisitions.
• Providing guidance and input on business unit restructuring, workforce planning and succession planning.
• Identifying training needs for business units and individual executive coaching needs and ensuring program success.

What qualifications are required for this role?