Human Resources Business Partner - Construction

Fabcon; Columbus (OH); On-site; USD 85,000 - 120,000; Full time

Job summary

Fabcon in Columbus, OH seeks a Human Resources Business Partner - Construction to provide hands-on HR support to field operations and union staff, coaching leaders, and aligning staffing, onboarding, and employee relations with company policies and labor agreements.

The HRBP will partner with the Field Ops Manager and site leaders, travel to jobsites, and drive staffing plans, retention, performance management, and consistent HR program delivery across multiple locations.

Qualifications

• Bachelor’s degree in HR, business, or related field required.
• 3+ years progressive HR experience with employee relations, recruiting, onboarding, and performance management.
• Construction/field workforce experience preferred.
• Union environments knowledge and multi-state experience preferred.
• Strong HRIS, reporting, and Excel skills; familiarity with UKG/ADP a plus.

Responsibilities

• Provide hands-on HR support to field and construction groups and union staff.
• Coach field leaders on attendance, conduct, performance, and documentation.
• Coordinate staffing, onboarding, and pre-employment requirements across sites.
• Manage HR operations, leave, and compliance with policies and labor agreements.
• Support workforce planning, turnover reduction, and employee relations escalations.

Skills

Employee relations

Recruiting

Onboarding

Performance management

Labor relations

Coaching leaders

HR policy application

Education

Bachelor’s degree in Human Resources, Business, or a related field

PHR or SHRM-CP certification preferred

Tools

HRIS

Excel

Microsoft Teams

ADP Workforce Management

UKG

Job description

Human Resources Business Partner - Construction

Job Category: Human Resources

Requisition Number: HUMAN002274

Full-Time

Locations

Showing 1 location

Columbus, OH
Columbus, OH, USA

Description

Job Summary

The Human Resources Business Partner provides hands‑on HR support to the Field and Construction Group, including union employees and field leaders across multiple locations and jobsites. Reporting to the Human Resources Manager, this role partners with the Manager of Field Operations, General Superintendents, Superintendents, and forepersons to provide coaching and advice and support staffing, employee relations, onboarding, retention, performance management, and consistent application of company policies and applicable labor agreements. The HRBP manages day‑to‑day HR needs, implements established HR programs, and escalates complex or high‑risk matters as needed.

Objectives and Key Outcomes

• Support field staffing plans and timely hiring to meet project and crew needs.
• Improve new‑hire readiness, early‑tenure follow‑up, and employee retention.
• Provide timely, consistent employee relations support and practical coaching to field leaders.
• Maintain accurate employee and union‑related information and coordinate timely resolution of employment questions.

Key Responsibilities

Field Partnership and Employee Relations

• Serve as an accessible HR contact for field employees and leaders; build relationships through regular communication and jobsite visits.
• Coach and advise the Manager of Field Operations, General Superintendents, Superintendents, and forepersons on employee relations, attendance, performance, conduct, documentation, and employee communication. Investigate employee concerns and recommend appropriate action in partnership with the Human Resources Manager.
• Coordinate corrective action, separations, and other employment changes within established approval processes; elevate sensitive investigations, potential legal concerns, and complex labor matters.

Recruiting and Workforce Planning

• Partner with field leaders and internal or RPO recruiters to prioritize openings, clarify job requirements, coordinate interviews, and support offers for welding, caulking, patching, foreperson, supervisory, and salaried construction roles.
• Maintain clear recruiting guidance on role requirements, travel expectations, schedules and union affiliation; coordinate screening and pre‑employment requirements.
• Support workforce planning for project starts, changing crew needs, transfers, and redeployment with field leadership.

Onboarding Engagement and Retention

• Coordinate orientation and onboarding with Operations, Safety, Payroll, and recruiting partners so employees understand job expectations, reporting relationships, travel procedures, and union enrollment requirements.
• Partner with field leaders and Safety to reinforce safety culture and employee readiness for jobsite requirements.
• Complete new‑hire check‑ins, stay interviews, and exit interviews; identify turnover themes and help leaders execute retention, recognition, and communication actions for a dispersed workforce.

Union Coordination

• Coordinate verification of appropriate union local, classification, enrollment requirements, location, experience, and applicable agreements; maintain recruiter reference materials.
• Assist with union inquiries, grievance fact‑finding, and documentation; refer contract interpretation disputes, negotiations, and arbitration matters to the Human Resources Manager and designated labor relations resources.

Performance Development and Compensation

• Coordinate the Field Performance and Skills Review process, including leader training, completion tracking, reporting, and follow‑up on development needs.
• Coach and advise the Manager of Field Operations, General Superintendents, and Superintendents on leadership effectiveness, clear expectations, timely feedback, performance documentation, and development of forepersons and crew members.
• Support job descriptions, career progression and promotions in coordination with the Human Resources Manager and field leadership.

HR Operations Compliance and Reporting

• Maintain accurate HRIS records and timely processing of hires, transfers, leaves, and separations; protect confidential employee information.
• Coordinate the HR aspects of work‑related injuries, leave, accommodations, and return to work with Safety and designated specialists; elevate complex cases to the Human Resources Manager.
• Apply company policies and applicable employment requirements consistently across states and jobsites; maintain required records and support audits.
• Track staffing, turnover, early‑tenure retention, attendance, and review completion. Identify trends, recommend actions, and improve HR processes and recruiter tools.
• Customer Focus: Builds trust and responds to employee and operational needs.
• Communicates Effectively: Provides clear, direct guidance to craft employees and leaders.
• Decision Quality: Uses facts, sound judgment, and appropriate escalation.
• Ensures Accountability: Follows through on commitments and maintain accurate documentation.
• Drives Results: Prioritizes competing needs and completes work with urgency.
• Drives Engagement: Helps leaders strengthen employee connection and retention.
• Business Insight: Understands how staffing, skills, and employee practices affect field execution.

Required Knowledge Skills and Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and relevant experience.
• Minimum three years of progressive HR experience with hands‑on employee relations, recruiting, onboarding, and performance management responsibilities.
• Experience supporting construction, skilled trades, manufacturing, or another operational workforce; construction or field‑services experience preferred.
• Working knowledge of union environments and collective bargaining agreement administration; experience with multi‑state field workforce preferred.
• Ability to conduct investigations, coach front‑line leaders, interpret policies, handle sensitive information, and recognize matters requiring escalation.
• Proficiency with HRIS, reporting, Microsoft Excel, and Teams; UKG, ADP Workforce Management, and RPO partnership experience preferred.
• PHR or SHRM‑CP certification preferred.

Working Conditions

Office‑based work includes extended computer use. Regular travel to field offices and construction jobsites, including occasional overnight travel, is required based on business needs. Jobsite visits may involve uneven terrain, outdoor weather conditions, and required personal protective equipment. Flexibility to support field schedules and occasional needs outside normal business hours is required. May occasionally lift items up to 25 pounds, with reasonable accommodation as applicable.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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