Divisional HR Business Partner

Kelso Industries; Salt Lake City (UT); On-site; USD 85,000 - 130,000; Full time

Job summary

Kelso Industries seeks a Divisional HR Business Partner to act as a trusted advisor for the Service Division and branch leadership, coaching managers, improving people processes, and supporting talent acquisition. This field-based role emphasizes leadership development, consistent HR practices across operating companies, and collaboration with the Divisional HR Manager.

Ideal candidates have 5+ years HR experience in field-based or multi-site settings, with strong coaching, conflict resolution,

Qualifications

• 5+ years HR experience including employee relations.
• Experience supporting field-based or multi-site operations.
• Willing to travel occasionally.

Responsibilities

• Coach managers on performance management, leadership, and communication.
• Improve people processes and policies across OpCos.
• Manage employee relations issues and risk with leadership.
• Support change management and HRIS/CRM implementations.
• Partner with Divisional HR Manager to ensure consistency.

Skills

Coaching

Conflict resolution

Employee relations

Field-based operations

Travel flexibility

Tools

HRIS

CRM platforms

Job description

Together We Build – Partnership, Innovation, Excellence, and Safety

At Kelso Industries, 5,000+ employees across 40+ companies work together to deliver exceptional HVAC, mechanical, plumbing, refrigeration, and electrical solutions nationwide. Join us to grow your career, make an impact, and be part of a team where innovation, excellence, and safety come first.

Position Summary

The Divisional HR Business Partner (HRBP) serves as a trusted advisor to Kelso’s Service Division and branch leadership, providing hands‑on support in manager coaching, continuous improvement of people processes, employee relations, and talent acquisition support. This role is field‑based and relationship‑driven, focused on strengthening leadership capability and ensuring consistent people practices across assigned operating companies.

Core Responsibilities

Manager Coaching & Leadership Support

• Coach managers on performance management, communication, decision‑making, and team effectiveness
• Support difficult conversations and conflict resolution
• Train, evaluate, and support local leadership on labor law compliance
• Train managers on HR processes, policies, and expectations
• Build leadership capability within field and office management teams

Process Improvement & Standardization

• Identify gaps or inefficiencies in people processes
• Support, enhance, and refine evolving processes, practices, and policies
• Partner with Divisional HR Manager to improve consistency and scalability
• Reinforce shared‑service boundaries and proper use of HR resources

Employee Relations & Risk Management

• Serve as the primary point of contact for employee relations issues
• Investigate and resolve employee concerns, policy violations, and performance management issues
• Coach and counsel with leaders on corrective action, documentation, and terminations
• Ensure consistent and compliant application of policies across OpCos
• Partner with Divisional HR Manager on high‑risk or escalated matters

Organizational Effectiveness & Change Management

• Support assimilation of acquired OpCos, employee integrations, reorganizations, and growth initiatives
• Lead change management efforts during operational transitions, including implementation of new HRIS and CRM platforms
• Assess organization effectiveness and recommend improvements
• Facilitate communication and employee adoption of change initiatives

Recruiting & Talent Support

• Partner with leaders on workforce planning and hiring strategy
• Support interviews, candidate assessments, and selection decisions
• Ensure consistent hiring practices across branches
• Coordinate closely with the HR Administrator on postings, offers, and onboarding

Onsite Presence

• Maintain regular onsite presence with service branches
• Build trust with leaders and employees through visibility and responsiveness

What Success Looks Like

• Reduced employee relations escalations
• Stronger manager capability and confidence
• Consistent people practices across OpCos
• Clear separation between strategic support and administrative execution

Qualifications

• 5+ years HR experience, including employee relations
• Experience supporting field-based or multi‑site operations
• Strong coaching and conflict resolution skills
• Comfortable traveling occasionally
• Construction, industrial, or operations‑heavy environment preferred

Why Join Kelso Industries?

Join us and be part of a team dedicated to creating efficient, sustainable, and high‑performance environments that make a lasting impact across the industrial, commercial, and institutional sectors.

Here You Will Experience

• Growth Opportunities: Develop new skills, take on exciting challenges, and advance your career in meaningful ways.
• Company Culture: You’ll thrive in an environment that supports your growth, values your contributions, and makes work fulfilling and enjoyable.
• Impact: Your work directly contributes to meaningful outcomes, allowing you to see the difference you make and feel a sense of purpose every day.
• Competitive Compensation & Benefits: You’ll be rewarded fairly for your contributions while enjoying perks that enhance your financial security, health, and overall well‑being.

Kelso Industries celebrates diversity and is committed to creating an inclusive environment for all employees. We do not discriminate in any aspect of employment based on race, color, religion, national origin, ancestry, gender, sexual orientation, gender identity and/or expression, age, veteran status, disability, or any other characteristic protected by federal, state, or local employment discrimination laws where Kelso does business