Human Resources Business Partner

Our Human Resources Team is seeking a full-time Human Resources Business Partner to join our growth-oriented professional engineering and environmental consulting company. In this role, you serve as an internal consultant to people managers on HR-related matters and partner with them to develop integrated solutions in the areas of recruiting, talent management, training and development, change management, compensation and employee relations and engagement.

 *This role has the potential to work virtually and can be filled near any BC office, preference of Denver, Phoenix, Seattle, Saint Paul, Atlanta, Nashville, or Philadelphia.

Who you are:

You are a curious problem solver who can develop strong partnerships and collaborative relationships with colleagues, employees, and leaders. You successfully manage multiple projects simultaneously. Interpersonal, communication, and organizational skills are among your top strengths. You operate with a high degree of confidentiality and exercise sound judgment and discretion. You seek to understand employee and business needs to create balanced solutions.

What you will do:

As an HR Business Partner, you will have responsibility for providing daily human resources support and solutions within your geographical area. You will provide operational and consultative support to people managers and their teams; equipping managers with the tools and techniques which enable them to manage staff in alignment with Brown and Caldwell philosophies, policies, practices, and programs. You will act as a key thought partner and coach for leaders on various HR issues and processed impacting strategic and long-range business plans. You will partner closely with the HR Directors, Talent Advisors, and our Center of Excellence teams in support of company-wide initiatives, local business needs, employee development and enrichment programs.

• Develop plans for recruitment, training, restructuring and succession and help relevant staff implement them in partnership with HR Directors.
• Demonstrate strong business acumen; gain deep insights by learning and understanding BC’s business goals and operations through building relationships and visibility with team, key business stakeholders and people leaders. 
•  Partner closely with Talent Advisors to provide talent & workforce related advice, strategies, and solutions that align with BC’s philosophies, policies, practices, and programs. Assist in the development and implementation of initiatives for recruiting talent.
•  Work closely with assigned Talent Advisors to support hiring and diversity initiatives. Participates in interviews as needed.
•  Coach people leaders/managers on the development of clear priorities and development plans, to provide coaching and feedback during the year, and to evaluate individual and group performance. Collaborate with managers in the geography to make sure employees have the skills and resources they need to achieve their priorities.
• Partner with HR Directors on performance management and calibration for quarterly Viewpoints (reviews) and year-end merit process.
• Synthesize information and analyze data to help leaders see trends. Utilize data to make recommendations that lead to effective decision making.
• Execute complex and non-routine HR responsibilities, applying knowledge of HR policies/procedures, local and federal employment laws, and talent management practices.’
• Develop and disseminate reporting, as necessary, related to retention, labor, etc.
• Drive HR initiatives. Demonstrate effective change management and communication strategies that align with business and workforce needs.
• Respond with a sense of urgency to escalated problems and inquires.
• Coach managers on low-to-moderately complex employee relations issues, providing guidance on conversations with employees, the employee relations process, and potential legal issues. Involves appropriate resources as necessary and may participate in investigations.
• Support managers in solving people-related business challenges by understanding local issues, considering possible alternatives, and taking action quickly and efficiently.
• Serve as primary point of contact for all supervisors and Local Leaders within geography.
• Support and lead on-demand initiatives within geography (e.g., office lunch and learns, market salary adj, retention plans, Hogan, DiSC, etc.).
• Collaborate with HR Directors to lead organization health survey process and debrief conversations wit