Human Resources Business Partner

Description

Position Summary

The Human Resources Business Partner (HRBP) supports the Coastal Mechanical Florida and Mission Critical Division by serving as a trusted partner to leaders and a key operational support to the HR Director. This role is responsible for executing core people processes across the division, including employee relations, performance management, workforce planning support, onboarding, engagement, compliance, and change execution.

The HRBP works closely with front-line and mid-level leaders to promote consistency, accountability, and sound people practices across the business. This role helps translate business and operational needs into practical HR action plans, uses HR data and field insight to identify trends and risks, and supports implementation of divisional priorities. While this role plays an important part in supporting leaders and executing people’s initiatives, it operates in close partnership with HR leadership to ensure alignment with broader people strategy, organizational design, and enterprise priorities.

Requirements

Employee Relations & Leader Support

· Serve as a primary HR partner to supervisors, managers, and operational leaders on employee relations matters, including policy interpretation, workplace concerns, corrective action, investigations support, and documentation.

· Provide practical coaching to leaders on performance conversations, accountability, conduct issues, attendance concerns, and consistent application of company standards.

· Help drive consistency in how leaders manage people issues across teams and locations.

· Support leaders in resolving employee concerns in a timely, practical, and policy-aligned manner.

Performance Management & Development

· Support the performance management cycle (goal setting, mid-year check-ins, reviews), ensuring completion, documentation quality, and follow-through.

· Partner with leaders to identify skill gaps and recommend training and development actions that improve performance and retention.

Workforce Planning & Talent Support

· Partner with operations leadership to anticipate staffing needs, identify coverage risks, and coordinate with Talent Acquisition on requisitions, candidate flow, and hiring plans.

Onboarding, Engagement & Culture

· Support execution of onboarding processes to improve the new hire experience, promote retention, and ensure consistency across the division.

· Help execute engagement initiatives such as surveys, listening sessions, action planning, and follow-up accountability.

· Support leaders in reinforcing culture, communication, and employee experience across the full employee lifecycle.

Change Management & Operational Support

· Support implementation of organizational and operational changes by helping leaders communicate effectively, manage employee impact, and maintain consistency during transitions.

· Partner with the HR Director to execute divisional people priorities and follow through on action items across locations or teams.

· Act as a dependable point of contact for leaders and employees for day-to-day HR support and follow-up.

Compliance, Systems & Reporting

· Ensure compliance with employment laws, internal policies, safety requirements, and documentation standards; escalate higher risk matters appropriately.

· Maintain accurate HR documentation and HRIS records and support reporting integrity in Paylocity.

· Use workforce data, trends, and reporting to identify issues, support decision-making, and improve execution of HR processes.

· Help monitor key people metrics such as turnover, onboarding completion, performance cycle completion, corrective action trends, and engagement follow-through.

Success Measures (What “Good” Looks Like)

· Employee relations issues are handled promptly, consistently, and with sound documentation.

· Leaders receive practical HR support and demonstrate stronger accountability and consistency in managing their teams.

· Performance management, onboarding, and follow-up processes are completed on time and with quality.

· Workforce risks, staffing gaps, and retention concerns are solved early and addressed proactively.

· HR data and documentation are accurate and support effective decisions.

· The division experiences stronger execution of people processes, better communication, and more consistency across locations.

Required Knowledge, Skills, and Abilities

· Bachelor’s degree in human resources, Business Administration, or related field.

· 3+ years of HR experience; service, industrial, construction, or field-based environments preferred.

· Strong employee relations capability with sound judgment and a high level of confidentiality.

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