Job Posting Title HR Business Partner

Eagle Rock Concrete; Raleigh (NC); On-site; USD 70,000 - 100,000; Full time

Benefits offered by this job

Medical insurance

Prescription coverage

Dental insurance

Vision insurance

401K plan

Pension plan

Short- and long-term disability

Life insurance

Tuition reimbursement

Job summary

Silvi Materials is seeking an HR Business Partner to lead day-to-day HR in North Carolina (approx. 125 employees). This on-site role supports onboarding, timekeeping, leaves, payroll, and compliance with NC and federal employment laws.

You will coach supervisors, manage employee relations, and keep the PA HR Director informed of complex matters. You will partner with safety and site leaders to ensure disciplined HR practices across offices and job sites, while supporting company-wide HR

Qualifications

• Bachelor's degree or equivalent experience in HR, Business, or related field.
• 3–5 years of progressive HR generalist or HRBP experience.
• Working knowledge of FLSA, FMLA, ADA, I-9/E-Verify, and North Carolina employment law.
• Hands-on experience with timekeeping, payroll support, and an HRIS.
• Experience handling employee relations issues and workplace investigations.
• Strong written and verbal communication; comfortable with plant crews and office staff.
• Valid Driver's License.

Responsibilities

• Onboarding and new hire administration for NC operations; coordinate with PA HR team for paperwork, background checks, and orientation.
• Timekeeping and payroll support; audit timecards, assist with payroll changes, garnishments, and regulatory reporting.

Skills

HR knowledge

Communication

Problem solving

FLSA/FMLA/ADA knowledge

Timekeeping/payroll support

I-9/E-Verify knowledge

Driver's license

Education

Bachelor's degree in HR, Business, or related field

Equivalent experience

Tools

HRIS

Job description

Overview

Title of Position: HR Business Partner

Location: Raleigh, NC (Fully On-Site)

Industry-Leading Benefits: Medical, Prescription, Dental, Vision, 401K, Pension, Short- and Long-Term Disability, Life Insurance, Tuition Reimbursement.

As a Silvi Materials HR Business Partner, one is the on-site HR lead for our North Carolina operation of about 125 employees. Reporting to the HR Director in Pennsylvania, this role runs day-to-day HR in NC: onboarding, timekeeping, employee questions, leaves, and compliance with North Carolina and federal employment law. This is a hands-on role for someone who is visible in the office and on job sites, trusted by plant crews and office staff alike, and able to coach supervisors through people issues. The HRBP keeps the PA HR Director informed and escalates complex or high-risk matters.

Silvi Materials has been expanding our “A” Team of employees since 1947! Our team has grown to 15+ companies, employing over 950 people across 30+ locations in southeastern Pennsylvania, New Jersey, and North Carolina. Silvi is large enough to provide the stability you need, but small enough that you can feel your individual contribution to our success. We value the fresh ideas and perspectives of each new member of our team.

What does Silvi Materials offer you?

• Phenomenal Benefits: Medical, Vision, Dental, Prescription, Vacation, Paid Holidays, and so much more!
• Your future in mind: With 401(k) (at select locations) and/or pension options. We want all employees to build a great retirement!
• Growth at Silvi Materials: We offer each employee the opportunity to move into any facet of our complex business. And our tuition reimbursement program is the perfect springboard to help you get there!

Position Essential Responsibilities:

Onboarding and new hire administration

• Run end-to-end onboarding for office and field hires with support from PA-based HR team: offer paperwork, background and drug-test coordination, orientation, and day-one readiness.
• Complete Form I-9 and E-Verify within required timelines; maintain I-9 files and reverification tracking.
• Submit NC new hire reports and set up employees in HRIS and payroll.
• Coordinate safety orientation, PPE issue, and required certifications with health and safety & site supervisors before field employees start work.

Employee questions and relations

• Serve as the first point of contact for NC employees on pay, benefits, policies, and workplace concerns.
• Intake and investigate complaints (harassment, discrimination, conduct), document findings, and recommend outcomes with the HR Director.
• Support recognition, retention, and stay conversations, especially for hard-to-fill skilled trades.

Timekeeping and payroll support

• Monitor and audit timecards for office and field crews, including job/cost-code coding, travel time, and overtime.
• Resolve missed punches and discrepancies with supervisors before payroll cutoff.
• Partner with payroll on new hires, changes, terminations, final pay, and garnishments.
• Support certified payroll reporting on any federally funded projects.

Manager and supervisor support

• Coach managers on performance, discipline, documentation, and terminations.
• Guide supervisors through hiring decisions, interview practices, and accommodation requests.
• Deliver practical training on harassment prevention, documentation, and wage-hour basics for field leaders.

Leaves of absence

• Support PA - based Leave Administrator in administering FMLA and ADA accommodation processes end to end: notices, certifications, tracking, and return to work.
• Manage NC-specific leave (school involvement, jury duty, military, domestic violence protective orders) and company leave policies.
• Coordinate with health & safety team on workers' compensation and short-term disability carriers on overlapping leaves and modified duty.

Compliance and records

• Keep NC operations compliant with federal and North Carolina employment law (detail below).
• Maintain personnel, medical, and I-9 files to retention requirements; keep posters current at office and job sites.
• Support EEO-1 reporting, audits, and agency inquiries with the HR Director.

Employee handbook and policies

• Maintain the NC handbook supplement and recommend updates when NC or federal law changes.
• Roll out new policies, collect acknowledgments, and answer policy questions consistently.

Safety and workers' compensation partnership

• Partner with the Safety Manager on incident reporting, OSHA 300 logs, and drug and alcohol testing (post-accident, reasonable suspicion, random where policy allows).
• Assist onsite with workers' comp claims intake, NC Industrial Commission filings, and return-to-work/light-duty programs.

Qualifications Required:

• Bachelor's degree in Human Resources, Business, or related field, or equivalent experience.
• 3–5 years of progressive HR generalist or HRBP experience.
• Working knowledge of FLSA, FMLA, ADA, I-9/E-Verify, and North Carolina employment law.
• Hands-on experience with timekeeping, payroll support, and an HRIS.
• Experience handling employee relations issues and workplace investigations.
• Strong written and verbal communication; comfortable with both plant crews and office staff.
• Valid Drivers License.

Working conditions

• Full-time, in office in North Carolina; available for visits to active sites.
• Job site visits require required PPE and following site safety rules.
• Occasional travel to Pennsylvania for team meetings; some early-morning or after-hours availability for field shifts.
• Valid driver's license and reliable transportation.

Physical Demands

In a typical work setting, people in this job:

• Stand/sit for long periods of time.
• Lift 20 pounds on occasion
• Use hands/fingers to type and move office objects
• Hear sounds and recognize the difference between them
• See details of objects that are less than a few feet away and far distances

No smoking is permitted on or within company property, including inside trucks, buildings, or anywhere on the premises.

Silvi Materials does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.