Human Resources Business Partner

NV2A Group LLC; Miami (FL); On-site; USD 90,000 - 130,000; Full time

Benefits offered by this job

401(k) with company match

Medical, Dental, Vision insurance

Paid Time Off

Job summary

NV2A Group LLC seeks a Human Resources Business Partner to lead People & Culture initiatives, partnering with field and corporate leadership to drive employee engagement, workforce effectiveness, and organizational performance.

You will own HR programs from policy execution to performance management, supporting changes, talent reviews, development, and compensation coordination across projects and departments.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 5 years of progressive HR experience, preferably in an HR Business Partner or HR Generalist role.
• Experience supporting corporate and field-based employees, preferably in construction or project-driven environment.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Responsibilities

• Partner with field and G&A leaders to understand workforce needs, operational priorities, and organizational challenges.
• Provide guidance and recommendations on employee management, organizational effectiveness, and HR policies.
• Support organizational changes, workforce transitions, and employee integration.
• Maintain regular communication with leadership to identify emerging people-related needs.
• Coordinate workforce planning activities with operational leaders, including staffing needs, internal mobility, and organizational changes.
• Maintain workforce planning trackers and monitor staffing requirements by project and department.
• Support talent reviews, employee development initiatives, and career growth opportunities.
• Collaborate with Talent Acquisition to coordinate recruitment priorities and hiring activities.
• Own the execution and administration of the annual performance management process.
• Coordinate performance evaluations, manager training, deadlines, and communications.
• Monitor completion rates and provide progress reports to leadership.
• Support performance calibration discussions and follow-up actions.
• Partner with managers to address performance concerns and development opportunities.
• Serve as a primary point of contact for employee relations matters.
• Provide guidance to managers on performance concerns, workplace issues, and disciplinary processes.
• Conduct employee relations reviews and investigations, escalating complex matters as appropriate.
• Implement employee engagement initiatives and monitor participation and feedback.
• Promote a positive workplace culture aligned with organizational values.
• Coordinate leadership development programs and training initiatives.
• Identify training needs in collaboration with business leaders.
• Support role-based development programs and employee learning opportunities.
• Monitor training participation, completion, and effectiveness.
• Coordinate with CE&I learning and development resources.

Skills

Employee relations

Performance management

HR policies

HRIS platforms

Communication

Organizational development

Education

Bachelor's degree in HR or related field

Tools

HRIS

HR reporting tools

Job description

Human Resources Business Partner

Job Locations

US-FL-MIAMI

Requisition ID

2026-71476

Overview

The Human Resources Business Partner (HRBP) is responsible for leading the execution and ongoing management of People & Culture initiatives across NV2A, partnering closely with operational and corporate leadership to support business objectives, employee engagement, workforce effectiveness, and organizational performance. Reporting to the Director of Human Resources, the HRBP serves as a trusted partner to business leaders, ensuring the effective implementation of HR programs, policies, and processes while maintaining alignment with MasTec's broader People & Culture strategy. The HRBP takes ownership of assigned programs, monitors results, identifies opportunities for improvement, and collaborates with CE&I HR teams to leverage shared resources and expertise.

Company Overview

NV2A, a MasTec company, is a South Florida-based construction management firm delivering world-class projects with a strong local presence and a people-first approach.

NV2A provides construction management and design-build services across transportation (airports, seaports, and transit), commercial, healthcare, education, and hospitality markets. Its portfolio includes some of the region's most high-profile and complex projects, reflecting its ability to execute with precision, collaboration, and accountability.

Driven by a team of experienced professionals, NV2A is committed to delivering excellence in service, fostering a strong people-centric culture, supporting the communities it serves, and leveraging technology to enhance project outcomes.

MasTec's Clean Energy & Infrastructure (CE&I) segment generates over $4.5 billion in annual revenue, providing construction services across industrial, renewables and infrastructure sectors. In infrastructure, we specialize in general heavy civil construction, underground utilities, structures, electrical work, material production, roadways, bridges, specialty pavement overlays, environmental projects and commercial buildings. Sustainability and safety are foundational to our culture and influence everything we do.

MasTec, a minority-owned Fortune 500 company, has shaped the construction industry for more than 90 years. With over 35,000 employees and 400 offices nationwide, we provide flexibility and career growth in dynamic work environments. Join one of the largest construction firms in the country (Engineering News-Record [ENR]: #1 in Power, #17 Top 50 Domestic Heavy Contractors, #20 Transportation Contractor).

Responsibilities

HR Business Partnership & Organizational Support

• Partner with field and G&A leaders to understand workforce needs, operational priorities, and organizational challenges.
• Provide guidance and recommendations on employee management, organizational effectiveness, and HR policies.
• Support organizational changes, workforce transitions, and employee integration.
• Maintain regular communication with leadership to identify emerging people‑related needs.

Workforce Planning & Talent Management

• Coordinate workforce planning activities with operational leaders, including staffing needs, internal mobility, and organizational changes.
• Maintain workforce planning trackers and monitor staffing requirements by project and department.
• Support talent reviews, employee development initiatives, and career growth opportunities.
• Collaborate with Talent Acquisition to coordinate recruitment priorities and hiring activities.

Performance Management

• Own the execution and administration of the annual performance management process.
• Coordinate performance evaluations, manager training, deadlines, and communications.
• Monitor completion rates and provide progress reports to leadership.
• Support performance calibration discussions and follow‑up actions.
• Partner with managers to address performance concerns and development opportunities.

Employee Relations & Engagement

• Serve as a primary point of contact for employee relations matters.
• Provide guidance to managers on performance concerns, workplace issues, and disciplinary processes.
• Conduct employee relations reviews and investigations, escalating complex matters as appropriate.
• Implement employee engagement initiatives and monitor participation and feedback.
• Promote a positive workplace culture aligned with organizational values.

Learning & Leadership Development

• Coordinate the implementation of leadership development programs and training initiatives.
• Identify training needs in collaboration with business leaders.
• Support role‑based development programs and employee learning opportunities.
• Monitor training participation, completion, and effectiveness.
• Coordinate with CE&I learning and development resources.

Compensation & Benefits Coordination

• Support compensation benchmarking, salary reviews, and job classification initiatives.
• Coordinate with the CE&I Compensation team to ensure consistent application of compensation guidelines.
• Support annual compensation and bonus administration processes.
• Coordinate benefits communications, onboarding, and open enrollment activities with the Benefits team.
• Assist employees and managers with benefits‑related questions, directing specialized matters to the appropriate teams.

HR Operations, Systems & Compliance

• Ensure accurate employee records and HR data across applicable systems.
• Support HRIS implementation, system transitions, and process improvements.
• Monitor compliance with company policies and applicable employment regulations.
• Coordinate onboarding, employee changes, transfers, and offboarding processes.
• Support the implementation and communication of HR policies and procedures.

HR Program Ownership & Continuous Improvement

• Take ownership of assigned People & Culture programs, ensuring effective implementation, ongoing monitoring, and successful outcomes.
• Establish program timelines, deliverables, and performance indicators.
• Track progress and provide regular updates to the Director of Human Resources.
• Identify opportunities to streamline processes, improve employee experience, and increase operational efficiency.
• Collaborate with CE&I HR partners to leverage shared resources and standardize practices when appropriate.

Qualifications

Work Experience and Education

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 5 years of progressive Human Resources experience, preferably in an HR Business Partner or HR Generalist role.
• Experience supporting both corporate and field-based employees, preferably in construction or a project‑driven environment.
• PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification preferred.

Knowledge/Skills/Abilities

• Strong knowledge of employee relations, performance management, talent development, and HR compliance.
• Experience working with HRIS platforms and HR reporting tools.
• Strong interpersonal, communication, problem‑solving, and organizational skills.
• Ability to manage multiple priorities and work independently.

What's in it for You

Financial Wellbeing

• Competitive pay with ongoing performance review and merit increase
• 401(k) with company match & Employee Stock Purchase Plan (ESPP)
• Flexible spending account (Healthcare & Dependent care)

Health & Wellness

• Medical, Dental, and Vision insurance (plan choice) - coverage for spouse, domestic partner, and children
• Diabetes Management, Telehealth Coverage, Prescription Drug Plan, Pet Insurance, Weight Management Drug Discount
• Discounted National Gym Membership Network

Family & Lifestyle

• Paid Time Off, Paid Holidays, Bereavement Leave
• Military Leave, including Benefits Continuation
• Employee Assistance Program

Planning for the Unexpected

• Short and long‑term disability, life insurance, and accidental death & dismemberment
• Voluntary life insurance, accident, critical illness, hospital indemnity coverage
• Emergency Travel Assistance Program
• Group legal plan

Position may be subject to pre‑employment screening, which may include background check and drug testing. Accessibility: If you need accommodation as part of the employment process, contact [e-mail]. Due to the high volume of applications received, we are unable to respond to individual requests regarding application status. Please log into your candidate profile for up-to‑date information.

MasTec, Inc. is an Equal Employment Opportunity Employer. The Company's policy is not to unlawfully discriminate against any applicant or employee on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, age, disability, genetic information, military status, or any other consideration made unlawful by applicable federal, state, or local laws. The Company also prohibits harassment of applicants and employees based on any of these protected categories. It is also MasTec's policy to comply with all applicable state, federal and local laws respecting consideration of unemployment status in making hiring decisions.