Human Resources Business Partner, Senior

Human Resources Business Partner, Senior

At Southland, we believe business performance and people performance are inseparable. As we continue to invest in new markets, innovative delivery models, and emerging business opportunities, we are building the next generation of our business and workforce capabilities.

The Sr. HR Business Partner (HRBP) will play a critical role in supporting the growth and evolution of a new and rapidly expanding business line. This is a unique opportunity to help shape a business from the ground up and unlike traditional HRBP roles that support mature organizations, this position requires an entrepreneurial and highly adaptable HR professional who thrives in a fast-paced, growth-oriented environment. The successful candidate will be equally comfortable operating strategically with senior leaders while rolling up their sleeves to build and implement the foundational people processes, programs, and practices needed to scale the business.

As a trusted advisor to business leaders, the HRBP will help translate business objectives into workforce and talent solutions while supporting organizational effectiveness, workforce planning, leadership development, employee engagement, and change management. This role will partner closely with Talent, Total Rewards, Shared Services, People Operations, and other Centers of Excellence to leverage enterprise resources while tailoring solutions to the unique needs of a growing business.

This role is ideal for an HR professional who enjoys building, creating, and scaling. The successful candidate will bring a builder's mindset, strong business acumen, operational agility, and the ability to navigate ambiguity while helping leaders create a high-performing organization capable of supporting rapid growth.

Successful candidates will have experience supporting growth-oriented businesses, start-up or greenfield operations, business transformations, manufacturing or operational environments, or organizations undergoing significant scale and change. They must be comfortable wearing multiple hats, balancing strategic thinking with operational execution, and helping leaders build both the business and the workforce simultaneously.

Position Details

Strategic Workforce Planning

• Partner with leaders to develop workforce strategies aligned to business objectives.
• Assess future workforce capability requirements and talent risks.
• Identify workforce trends and develop proactive talent solutions.
• Facilitate strategic workforce planning discussions with leadership teams.

Organizational Effectiveness

• Lead organizational design and workforce optimization efforts.
• Assess organizational structures, decision rights, spans of control, and leadership effectiveness.
• Facilitate leadership team effectiveness discussions.
• Partner with leaders to improve organizational performance and scalability.

Change Leadership

• Lead people-related aspects of organizational transformations.
• Support acquisitions, integrations, restructures, and leadership transitions.
• Develop change management strategies and implementation plans.
• Assess organizational readiness and adoption risks.
• Coach leaders through periods of significant change.

Talent Strategy & Succession

• Facilitate talent review and succession planning processes.
• Identify critical talent risks and leadership gaps.
• Partner with Talent COEs to accelerate leadership readiness.
• Drive development strategies for key talent populations.

Enterprise Partnership & COE Integration

• Collaborate closely with Talent, Total Rewards, Shared Services, Employee Relations, and People Operations leaders.
• Influence enterprise programs based on business needs and feedback.
• Ensure enterprise strategies are effectively translated into business execution.
• Serve as an enterprise steward while advocating for business priorities.

What Success Looks Like

• Leadership teams are stronger and more effective.
• Succession pipelines improve.
• Organizational effectiveness measures improve.
• Change initiatives achieve desired outcomes.
• Workforce plans support business growth.
• Enterprise and business priorities remain aligned.

Qualifications

Required

• Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or related field.
• 8+ years progressive HR experience.
• Experience advising senior leaders and leadership teams.
• Strong expertise in organizational effectiveness, workforce planning, talent management, and change leadership.
• Demonstrated ability to influence without authority.

Preferred

• Experience supporting acquisitions or integrations.
• Construction, engineering, industrial, energy, manufacturing, or project-based business experience.
• SHRM-SCP, SPHR, or equivalent certification.
• Experience facilitating organization design and leadership effectiveness initiatives.

Benefits

• 401(k) plan with 50% company match (no cap) and immediate 100% vesting
• Medical, dental, and vision insurance (100% paid for employee)
• Annual bonus program based upon performance, achievement, and company profitability
• Term life, AD&D insurance, and voluntary life insurance
• Disability income protection insurance
• Pre-tax flexible spending plans (health and dependent care)
• Paid parental leave
• Paid holidays, vacation, and personal time
• Training/professional development opportunities and company-paid memberships for professional associations and licenses
• Wellness benefits

About Southland Industries

As one of the nation's largest MEP companies, Southland Industries is built on the foundation of great people. Since 1949, we have put our people first, enabling growth, professional achievement, and innovation. If you want to join a fast-paced environment where you're engaged, challenged, and valued, apply now to join our dynamic team.

Southland Industries and all its subsidiaries are an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. We are committed to the principle of equal employment opportunity for all employees and to providing our employees with a safe work environment free of discrimination and harassment. All employment decisions at Southland Industries are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, gender, national origin, ancestry, age, disability, medical condition, marital status, family care or medical leave status, veteran status, or any other status protected by the laws or regulations in the locations where we operate. Southland Industries will not tolerate discrimination or harassment based on any of these characteristics.

Contingent Employment: All employment offers are contingent upon successful drug tests, background checks, and professional reference checks. Roles that include driving as an essential job duty will be required to have a successful Motor Vehicle Record check (MVR). We are not able to offer sponsorship of employment at this time.

External Agency Announcement: Its Southland Industries' policy not to accept candidate submissions from recruiting agencies without an active and authorized work order. Candidate ownership can only be established after a bona fide work order is issued by a member of the Southland Industries Talent Acquisition team and the candidate is appropriately submitted through our Applicant Tracking System (ATS).