Sr. HR Business Partner

Sr. HR Business Partner

Next 150 Construction is seeking a Sr. HR Business Partner. The Senior HR Business Partner helps create, lead and execute HR strategies, processes, and initiatives for a diverse workforce, including both professional and craft labor, across multiple regions in the United States. Operating in a dynamic, start-up-like environment, this role requires exceptional flexibility and adaptability to change, as well as deep union experience and 10+ years of progressive HR expertise. The Senior HRBP partners with business leaders to drive people-first priorities, foster engagement, and ensure consistent, compliant HR practices nationwide. This role will sit primarily in the office.

As a Top-10 ENR Contractor, Gilbane is a family-owned business with 45 offices that has been shaping communities since 1870. Consistently recognized as one of the most reputable construction management firms in the country, Gilbane is committed to delivering projects safely and on-time. You will have the opportunity to build schools, labs, hospitals, corporate offices, sports arenas and more!

We are dedicated to building a diverse, inclusive and authentic workplace, so if you're excited about this role but your past experience doesn't align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.

You are someone who acts inclusively, showing empathy and treating others with respect and dignity in order to uphold Gilbane's core value of Caring and "People First" workplace culture. You seek to listen in order to understand and can convey information clearly. You're a strong problem solver who can identify, prioritize, and implement alternatives for solutions, and you demonstrate adaptability by collaborating with others and supporting team members to achieve excellence. A self-starter who shows passion, commitment, and ownership all while delivering on business outcomes and driving results. You're someone who identifies opportunities for new and improved ways of doing things that result in value-add solutions.

Your core values match Gilbane's: Integrity, Caring, Teamwork, Toughmindedness, Dedication to Excellence, Discipline, Loyalty, and Entrepreneurship.

Gilbane offers employees multi-dimensional training opportunities through a number of resources. While managing your responsibilities to projects, you will be able to enroll in trainings through our award-winning Gilbane University to build leadership and technical skills. In addition, you would work with an experienced team which provides you with the opportunity to learn new industry skills every day. You will protect and promote the interests of both Gilbane and the client in all matters as well as demonstrating the personal characteristics of a developing leader.

Responsibilities

Build, implement, and continuously improve HR policies, programs, and processes to support a rapidly evolving workforce and business needs.

Serve as a trusted HR advisor to managers and leaders across all job sites and regions, supporting both professional and craft labor populations.

Provide strategic guidance and hands-on support for union and non-union workforce matters, including labor relations, contract interpretation, and negotiations.

Manage employee grievances and interpret union contracts to ensure compliance with collective bargaining agreements and company policies.

Deliver people-first initiatives in talent management, engagement, inclusion, compensation, and performance management; lead or participate in employee relations investigations.

Facilitate training for people leaders on HR processes, leadership skills, and union-related topics (e.g., effective 1:1s, feedback, conflict resolution, labor law updates).

Partner with HR Generalist, HR Manager, and field leaders to develop and execute staffing and labor strategies (for C-M5 levels), ensuring alignment with business goals and union agreements.

Address urgent employee and manager needs, including performance management, coaching through conflict and team dynamics, and drafting performance improvement plans (PIPs).

Ensure consistent rollout of HR programs and build people leader capabilities across all geographies and labor groups.

Advise managers on compensation decisions to administer the salary planning process, ensuring equity and compliance with union contracts.

Champion the annual performance appraisal process, coaching managers on ratings, feedback, and effective performance conversations.

Maintain a deep understanding of the day-to-day work environment, proactively identifying and addressing emerging workforce issues; provide feedback to HR leadership and People Strategy teams.

Conduct terminations and manage reduction-in-force (RIF) processes in accordance with company policy and union requirements.

Collaborate closely with HR Managers to ensure enterprise-wide HR programs are aligned and executed consistently.

Collaborate with Talent Acquisition to assess staffing needs, participate in interviews for key roles, provide hiring recommendations, and advise on overall staffing strategies, including leveraging local staffing firms.

Analyze HR metrics and data to identify trends, risks, and opportunities; build awareness of key metrics with people leaders.

Stay current on employment law, labor regulations, and industry trends affecting both professional and craft labor.

Work with HR Managers and Directors to shape long-term workforce plans that align HR with business strategy, requiring strong business acumen and influence.

Provide mentoring and coaching across the HRBP peer group, fostering best practice sharing and continuous improvement.

Act as a responsive and agile HR partner, adapting quickly to urgent workforce needs and changing operational priorities.

Maintain composure and solution-oriented thinking in the face of evolving field demands and last-minute business adjustments.

Demonstrate agility in driving our people strategy and supporting a positive, inclusive work environment for all employees.

Qualifications

Experience/Education:

Bachelor's degree in human resources or related field.

Minimum 10 years of progressive HR experience, including significant union/labor relations experience.

Bilingual English and Spanish preferred and highly desirable.

PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.

Or equivalent combination of education and experience.

Knowledge, Skills & Abilities:

Deep understanding of union environments, labor contracts, and workforce dynamics.

Excellent verbal and written communication skills.

Strong interpersonal, negotiation, and conflict resolution skills.

Exceptional organizational skills and attention to detail.

Effective time management and ability to meet deadlines.

Strong analytical and problem-solving skills.

Ability to prioritize tasks and act with integrity, professionalism, and confidentiality.

Thorough knowledge of employment laws, labor regulations, and HR best practices.

Proficiency with Microsoft Office Suite, HRIS, Talent Management, and other HR-related software.

Salary to be determined based on factors such as geographic location, skills, education, and/or experience of the applicant, as well as the internal equity and alignment with the team.

The pay ranges from $115,000.00-$170,000.00 plus benefits and retirement program.

Gilbane offers an excellent total compensation package which includes competitive health and welfare benefits and a generous profit-sharing/401k plan. We invest in our employees' education and have built Gilbane University into a top training organization in the construction industry. Qualified applicants who are offered a position must pass a pre-employment substance abuse test.

Gilbane is an Affirmative Action/Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to age, color, national origin, race, religion, sex, sexual orientation, gender identity, protected veteran status, or disability status.