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Senior HR Business Partner

Location: Fort Worth, TX
Job # 11477948
Date Posted: 10-11-2018
Freese and Nichols is a company that designs, plans, and manages public infrastructure projects.  We help our clients through every stage of the project life cycle: planning, design, program management, funding procurement, regulatory compliance, construction management, and operations and maintenance. Our project teams are known for exceeding client expectations through innovative concepts and high-performing designs. We approach stewardship of resources (ours, our clients’ and the world’s) with resiliency and balance in mind. Freese is the first engineering/architecture firm to receive the Malcolm Baldrige National Quality Award. Fortune Magazine’s Top 100 Best Medium Workplaces – No. 10.
Job Summary
The Senior Human Resources Business Partner role offers a unique opportunity to build the HR business partner team, working directly with our business leaders.  Our firm is comprised of approximately 800 employees at 22 locations in Texas, Oklahoma, Louisiana, North Carolina, and Georgia.
Reporting to the Chief Human Resources Officer, you will be responsible for executing and integrating the HR strategy in-line with the needs of the business plan and strategic direction of the company. In this role, you will provide operational and consultative support to senior leaders and their teams; equipping leaders with tools and techniques that enable them to manage staff in alignment with talent philosophies, policies, practices, and programs, across all areas of Human Resources including compensation, succession planning, change management and talent management. This position will be the first point of contact for senior business leaders with whom you will collaborate on topics such as Talent Acquisition, HR Systems, Compensation & Benefits, and Learning & Development. In addition to advanced knowledge of human resource practices, this position requires strong communication, organizational, and influencing skills.
Essential Functions and Responsibilities
  • Direct day-to-day HR responsibilities providing operational and consultative support to managers in alignment with company policies, talent practices and programs, including new employee onboarding.
  • Improve leadership capabilities across the Company through key HR programs such as succession management, talent acquisition, and leadership development.
  • Coach senior leaders on improving their ability to engage employees and preserve our culture.
  • Provide consultation on organization effectiveness, compensation, performance management, recruiting, and employee communication.
  • Help build the HR strategic plan to better support operational performance.
  • Develop and drive programs that improve employee engagement and talent retention at all levels of the Company, supporting the company’s “internal” branding.
  • Conduct continuing reviews of all personnel policies, programs and practices to keep the Company abreast of current practices and informed of new developments, pending and new laws and regulations.
  • Provide technical advice and knowledge to others within the human resources function and business leaders with the goal of enhancing organizational effectiveness and lowering employment related risk.
  • Responsible for the delivery and execution of various other tasks, duties, responsibilities and special projects as assigned.
Key Skills
  • Experience in a high-growth corporate environment.
  • Ability to operate with agility, focus and passion to get the job done.
  • Ability to analyze and look past routine ways of doing things to arrive at new ideas and solutions.
  • Business acumen as it relates to people levers and ability to influence in a high-growth environment.
  • Very strong communication and mediation skills at all levels and the ability to collaborate and build strong relationships.
  • Ability to maintain confidentiality, objectivity and fairness in all situations while balancing the needs of all stakeholders.
  • Self-directed with strong work ethic and proven ability to multi-task and prioritize.
  • Strong working knowledge of Employment, Recruiting, Benefit, Compensation, Safety, Training and Development, Performance Management, Labor & Employment Regulations.
  • Strong hands on experience in leadership coaching, talent management, culture change, and workforce planning.
  • Frequent demand for travel to the Company's other location and the location(s) of our partners.
  • Strong computer skills in Microsoft Office Suite and ADP (or other web-based HRM systems).
Minimum Qualifications
  • Bachelor's degree in business, human resources, industrial relations or organizational development or equivalent mix of experience and education.
  • 7 to 10 years of experience in General HR Management in roles of progressively increasing responsibility.
  • HR Certifications, either SPHR or SHRM-SCP.


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Gyna M. Bivens
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