Senior Human Resources Business Partner
Job Category: Human Capital
Req. Number: SENIO01160
Posted Date: 2020-11-10
Location: Salt Lake City, UT 1193 West 2200 South Salt Lake City, UT 84119, USA
The purpose of your role as a Senior HR Business Partner
As the Senior HR Business Partner, you will provide human capital consultation and support to assigned business units with an emphasis on talent acquisition, employee relations and compliance. Serves as a liaison between employees/managers of respective business units and the HR function. This role uses knowledge of various human resources functions and the construction/engineering industry, including talent acquisition, talent management, workforce planning, succession, employee relations, compensation and compliance to provide tactical and strategic HR support to people leaders and business unit leaders. Administers human resources policies and procedures that cover the entire organization. Collects and analyzes HR data as necessary and then makes recommendations to leadership. May prepare internal employee communications regarding various HR initiatives, processes, company policies, etc. Acts as mentor and coach to fellow HR Business Partner.
Serves as the primary HR contact for employee relations, talent management, talent development, succession, talent acquisition and onboarding for assigned business units and compliance for the whole company.
What we're looking for in you
- Bachelor's degree required in Business, Management, Communications or other HR-related major or equivalent years of experience
- Advanced degree preferred in MBA, I/O psychology, or HR Management
- 6+ years of experience as an HR Generalist supporting multiple departments/business units
- 6+ years of employee relations & Compliance experience, preferably with union/labor relations experience
- 6+ years of experience advising/coaching leaders re: compensation, benefits, employee recognition & performance
- 6+ years of experience advising/coaching leaders re: talent management, talent development, succession, talent acquisition and performance-related initiatives
- 6+ years of experience reviewing job descriptions and conducting compensation market pricing for a wide variety of roles
- 6+ years of experience supporting California-based locations and managing CA-related compliance efforts.
- 6+ years of full life-cycle recruiting - managing talent acquisition for supported business locations, this includes but is not limited to: writing job postings, sourcing, recruiting, interviewing, managing the entire process for hiring managers, coaching managers through the process, coordinating job offers in conjunction with pay practices and overseeing the onboarding process.
- PHR and/or SHRM-CP required,SPHR and/or SHRM-SCP preferred
- PHRca/SPHRca preferred
Your life at Harris
As one of the country's leading mechanical contractors, Harris offers you the best of both worlds: the stability, resources and opportunities of a national company, and the team culture, creative spirit and customer loyalty of a local business. If you thrive on variety and new challenges, we want to meet you!
From stadiums to manufacturing facilities, power plants to hospitals, concert halls to classrooms, we handle projects of all sizes and complexity from multiple regional locations across the country.
Visit our Careers Page for details:https://www.harriscompany.com/careers/employee-benefits-at-a-glance
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)