Senior Human Resources Business Partner

Polk Mechanical Company; Grand Prairie (TX); On-site; USD 90,000 - 120,000; Full time

Job summary

Polk Mechanical Company in Texas seeks a Senior HR Business Partner to serve as a trusted advisor to business leaders, providing strategic and hands-on HR support across operating divisions in a fast-paced construction environment.

You will partner with field and corporate leadership to drive workforce planning, labor relations, talent management, employee engagement, and organizational effectiveness, while ensuring compliance with labor laws and company policy.

Qualifications

• Bachelor's degree in HR or related field preferred; equivalent combination of education and experience may be considered.
• 8–10 years of progressive Human Resources experience.
• 3–5 years supporting unionized workforces and labor relations activities.

Responsibilities

• Serve as the primary HR partner to leaders across regions, business units, or projects.
• Provide coaching on organizational design, workforce planning, employee relations, performance management, and leadership effectiveness.
• Support organizational changes, restructures, acquisitions, integrations, and workforce transitions.
• Facilitate succession planning, talent reviews, and leadership development initiatives.
• Partner with leaders to identify workforce capability gaps and develop talent strategies.
• Drive performance management processes, goal setting, and development planning.
• Support employee engagement initiatives and action planning efforts.
• Forecast workforce needs based on project pipelines and operational demands.
• Collaborate with recruiting teams to address skilled labor shortages and critical workforce needs.
• Promote positive employee relations and maintain compliant work environments.
• Conduct workplace investigations involving employee concerns, policy violations, and compliance matters.

Skills

Strategic partnership

People management

Employee relations

Workforce planning

Labor relations

Performance management

Coaching leaders

Change management

Investigation handling

Cross-location collaboration

Education

Bachelor's degree in HR/Business/Communications

Job description

The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted advisor to business leaders, providing strategic and hands-on Human Resources support across assigned operating divisions. This role partners closely with field and corporate leadership to drive business performance through effective workforce planning, labor relations, talent management, employee engagement, organizational effectiveness, and compliance. The Sr. HRBP plays a critical management level role in supporting the employee population, ensuring compliance with labor laws and company practices, while fostering positive employee and labor-management relationships. The position balances strategic partnership with operational execution in a fast-paced construction environment.

Strategic Business Partnership

• Serve as the primary HR partner to operational and functional leaders across assigned regions, business units, or projects.
• Align people strategies with business objectives, workforce demands, and growth initiatives.
• Provide coaching and guidance to leaders on organizational design, workforce planning, employee relations, performance management, and leadership effectiveness.
• Support organizational changes, restructures, acquisitions, integrations, and workforce transitions.
• Analyze workforce trends, turnover, engagement, and labor metrics to identify risks and opportunities.
• Act as a key HR resource in managing employee relationships and campaigns.
• Promote positive employee relations and assist leaders in maintaining productive, engaged, and compliant work environments.
• Conduct workplace investigations involving employee concerns, policy violations, and compliance matters.

Talent Management & Organizational Development

• Support talent acquisition efforts for field, project, and leadership positions in partnership with Talent Acquisition team.
• Facilitate succession planning, talent reviews, and leadership development initiatives.
• Partner with leaders to identify workforce capability gaps and develop talent strategies.
• Drive performance management processes, goal setting, and development planning.
• Support employee engagement initiatives and action planning efforts.

Workforce Planning & Operational Support

• Partner with business leaders to forecast workforce needs based on project pipelines and operational demands.
• Support mobilization and workforce planning efforts for new projects and geographic expansion.
• Collaborate with recruiting teams to address skilled labor shortages and critical workforce needs.
• Assist in workforce optimization efforts while balancing operational requirements and employee experience.

Culture & Employee Experience

• Champion company values and leadership expectations throughout the organization.
• Support employee engagement, recognition, communication, and retention initiatives.
• Help foster a culture of accountability, collaboration, safety, and continuous improvement.
• Facilitate effective communication between leadership teams and employees across multiple locations and projects.
• Bachelor's degree in Human Resources, Business Administration, Communications, or related field preferred.
• Equivalent combination of education and experience may be considered.
• Minimum 8-10 years of progressive Human Resources experience.
• Minimum 3-5 years supporting unionized workforces and labor relations activities.
• Experience within construction, engineering, industrial services, manufacturing, energy, infrastructure, or related field-based industries strongly preferred.
• Experience supporting geographically dispersed employee populations.
• Demonstrated experience advising senior leaders on complex employee and labor matters.
• Strong interpersonal and relationship-building skills.
• Excellent communication, problem-solving focus and customer service orientation.
• Ability to build trust and maintain confidentiality.
• Ability to manage multiple priorities in a fast-paced environment.
• Enhanced knowledge of basic employment law, HR practices, and employee relations principles.

Preferred Skills And Qualifications

• Spanish language fluency.
• PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.