Senior Manager, People and Culture (HR Business Partner)
Suffolk Construction
- San Francisco, CA
- $124,600-186,800 per year
- Permanent
- Full-time
- Serve as a strategic partner to the senior leadership team and build strong relationships with our field operations teams, effectively using influence and negotiation strategies to secure support from stakeholders of key initiatives.
- Be a trusted advisor, coaching operational leadership on leadership effectiveness and team performance.
- Drive and execute the annual Performance Management and Talent Review process within the region.
- Support the annual and quarterly compensation planning process in partnership with our compensation team and regional leadership.
- In line with Suffolk’s vision and strategic priorities, drive employee engagement through the entire employment life cycle. This includes supporting the Engagement survey process, conducting new hire check-ins and stay interviews, and exit interviews. Use insights to support managers in enhancing and improving the employee experience.
- Provide guidance and support on employee relations matters, including conflict resolution, disciplinary actions, and investigations. Ensure compliance with company policy, labor laws and regulations, working with legal teams as necessary.
- Lead and manage change across client groups to influence organizational culture. Implement change programs as business needs dictate.
- Utilize HR data and analytics to identify trends, insights, and opportunities for improvement. Prepare reports and presentations for senior leaders, highlighting key HR metrics and recommending action plans.
- Be a DE&I champion for the region in partnership with the DE&I team.
- In partnership with the learning & development team, identify training needs, drive professional development initiatives, and ensure compliance with mandatory training.
- In collaboration with Talent Acquisition, source, screen and hire qualified candidates for Northern California operations.
- In partnership with Talent Acquisition, manage talent pipeline, conduct interviews and coordinate offers and onboarding.
- Perform other related duties as assigned.
- Bachelor's Degree in Human Resources, Business Administration or related field.
- 6+ years of progressive HR Manager or Business Partner related experience in Construction, Manufacturing, ore related industry.
- Strong analytical skills to leverage data in delivering HR programs and strategies that effectively address business issues.
- Track record of achieving results that contribute to significantly to the business.
- Hands on approach willing to roll up sleeves to deliver results.
- Ability to handle highly confidential information.
- Highly organized with demonstrated ability to manage multiple priorities in a fast-paced environment.
- Sound business judgment with strong planning, problem solving, and troubleshooting skills.
- Availability for local field travel, ranging from 25-50% of the time to nearby project sites.
- Relationship Building / Influencing: Demonstrate effective and appropriate influencing skills with senior management/partners, combining strategic HR knowledge with deep organizational understanding. Build strong relationships with solid trust and mutual respect as the foundation. Leverage strong judgment skills to make decisions. Instinctively know when and how to introduce change so that it is broadly accepted and institutionalized.
- Strong Intellect: Ability to combine analytical reasoning, creativity, and judgment. Quick study, handle complex matters and have multiple initiatives going on Able to deal effectively with strategic issues and tactical operational details.
- Highly Ethical: Can be trusted to do only the “right thing” for our associates and key stakeholders. Follows a balanced approach without compromising
- Values and Leadership: Demonstrates alignment to our
- Results Oriented: Energetic, resourceful, strong service orientation, and a positive can— do attitude. Fully committed to the job and delivering outstanding work. Never satisfied with the status—quo, continually striving for Enjoys working hands—on.
- Change Agent: Comfortable designing for the future while managing day—to—day HR matters. Able to anticipate risks and propose practical plans to mitigate them. Appreciates HR’s impact and how HR is an integral part of the company’s business strategy.
- Low Ego: Puts needs of the business ahead of themself. Operates in a transparent fashion without a personal
- Self-starter: Able to challenge the status quo sensitively and constructively. Intellectually agile, self-confident, and highly articulate.