Human Resources Business Partner

Overview

Who is GeoStabilization International®?

GeoStabilization International® (GSI) develops and installs innovative solutions that protect people and infrastructure from the dangers of geohazards. We specialize in emergency landslide repairs, rockfall mitigation, and grouting using cutting edge design/build and design/build/warranty contracting. GeoStabilization International is the leading geohazard mitigation and bridge rehabilitation firm operating throughout the United States, Canada, and Australasia. Our expertise, proprietary tools, and worldwide partnerships allow us to repair virtually any slope stability or foundation problem in any geologic setting.

Our Culture

GeoStabilization’s culture is unique. It is fast-paced, family oriented, innovative & decidedly un-corporate. The mindset is geared to constant challenge and will suit people who are driven to succeed, not afraid to make decisions, courageous and resilient enough to find their own way and believe that “good enough” isn’t good enough. Everyone working at GSI is a representation of pride, integrity, hard work, skill and overcoming challenges. GSI’s team includes some of the brightest and most dedicated professionals in the geohazard mitigation industry. We are a highly functioning family of gritty, hardworking, real men and women who aren’t afraid of getting dirty to get the job done.

Position Summary

This position is a both a strategic partner to critical business leaders as well as an operational HR manager for the departments it supports. As a strategic business partner, it will be involved in helping determine the right talent programs to enact GSI’s rapid growth and transformation. It is also a thoughtful operational expert able to execute on HR programs and processes and ensure a positive employee experience. It will be a part of a small, nimble, and fast paced, growing People & Talent (HR) team; able to both collaborate effectively and execute decisions autonomously.

Responsibilities

Strategic Partnership:

• Transform and optimize the HRBP function by modernizing and refining processes and activities aligned toward achieving strategic objectives.
• Serve as a thought partner and change agent to the Access Limited leadership team to build highly effective talent strategies including organizational design, workforce & succession planning, role definition, career development, compensation, management & leadership coaching, change management, and growth.
• Together with your stakeholders, you will create innovative people strategies for your teams using system thinking to transform People & Talent programs and/or build new programs in support of business goals.
• Advises leadership team within the organization. Provides coaching; insightful, innovative thought leadership; and problem-solving on critical human resources and business issues
• Partner with Leadership and Talent Acquisition to build and sustain high performing teams within Access Limited.
• Leverage business acumen, financial data and market trends to inform the people strategy. Analyze trends & use data to help develop people programs and influence change to make teams more effective.
• Act as a change agent as the business continues to scale with the goal of providing mission-driven customer and employee experience.
• Leads and sponsors organizational and cultural change by developing strategic and innovative ways for the organization to be more effective.
• Provide executive coaching and leadership development.

Talent Management:

• Gain deep knowledge on the unique talent challenges of Access Limited department and work with leaders and team members to address them. This will include refining or creating new career pathing/ job definition, retention strategies, partnering with Talent Development, and anything else related to retaining and engaging our talent.
• Build effective processes & programs to evaluate & monitor employee engagement. Understand employee satisfaction and engagement, and work with leaders to develop action plans to address perceived gaps.
• Identify trends and themes across the team and recommend modifications to existing talent programs and processes or, in some cases, the creation of new ones. Analyze and use data to guide decisions, in addition to what you know from being embedded within the team.
• Consistently monitors talent needs and pipeline and works with others to develop workforce and talent plans to meet the evolving short-term and long-term talent needs.
• Help partner with leaders to source and recruit talent for key roles as assigned.

Team Leadership:

• Help develop and evolve workplace policies and practices in a way that scales growth of the business.
• Provide feedback to People & Talent Specialists (Total Rewards, Talent Acquisition, Learning & Development, etc.) in the development of P&T programs and practices and adapt said programs to fit the needs of the business.

Employee Relations:

• Help uncover performance and capability gaps and work with leaders to implement action plans to address.
• Respond to employee concerns or escalations and conduct workplace investigations with a high degree of ethics.
• Use data (exit surveys, engagement results, and other reports) to identify Employee Relations issues prior to escalating and implement solutions to ensure workplace satisfaction.

Key Relationships

• This role reports to the Chief People Officer and is a member of the People and Talent Leadership team and hence strong working relationships with the Head of Access Limited, and all People and Talent Centers of Expertise will be critical.
• Current direct reports include 1-2 People Partners or HR Generalists who support other departments within Access Limited and/or GSI.

Qualifications

Key Education and Experiences

• Demonstrated ability to understand business goals and experience using that understanding to recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.
• Experience with rapidly and complex changing work environment, and the ability to work efficiently and with nimbleness.
• Experience coaching and mentoring at Senior Leader level with demonstrated ability to influence decision making at multiple levels.
• Collaborative mindset with a strong drive to create a positive work environment.
• Ability to apply systems thinking & lean methodologies to conceptualize & build highly effective new processes and programs.
• Comfort with high volume workload and the ability to move from strategic to tactical quickly to achieve objectives.
• Strong internal customer service skills demonstrated by responsiveness, empathy and solution orientation.
• Passion for creative HR solutions and continuous process improvement.
• Excellent organizational and interpersonal skills.
• Ability to work with and/or quickly learn multiple technologies and tools (Microsoft office, HRIS products, etc.)
• 7+years’ experience in HR, preferably with prior experience in construction a plus (but not required).
• A completed bachelor's degree from an accredited university. MBA or MS in Human Resources management is a plus.
• GPHR, SPHR or PHR certification is preferred.
• Located in Denver, or ability to relocate is required.

Leadership Characteristics

• Results Orientation : Passionate about goals and demonstrates a bias for action and results. demonstrates a sense of urgency. Makes progress in ambiguous situations. Is relentless and resourceful. Works around barriers. Translates strategies into plans with goals, accountabilities, timetables, and measures. Executes plans and meets short- and long-term objectives.
• Influencing : Negotiates by effectively exploring alternatives and positions to reaching outcomes that gain the support and acceptance of all parties. Maintains an awareness of goals and objectives and navigates solutions towards desired ends, while maintaining relationships and supporting consensus.
• Systems Thinker : Codifies data to detect trends and issues in the data and information in a logical and factual manner. Identifies a number of solutions to complex problems integrating findings from several different disciplines, identifies and evaluates the various options developed and selects the most effective solution.
• Proactive Leader : Anticipates possible problems and develops contingency plans in advance of issues arising. Notices trends in the industry or marketplace and develops plans to prepare for opportunities or problems. Anticipates the consequences of situations and plans accordingly. Anticipates how individuals and groups will react to situations and information and plans accordingly.
• Strong Collaborator : The ability to develop, maintain, and strengthen partnerships with others inside or outside of the organization who can provide information, assistance and support in getting critical objectives accomplished. Acts in the interest of the team before self-interest.

GeoStabilization International, LLC. is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.

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