The Human Resources Business Partner (HRBP) is responsible for leading the execution and ongoing management of People & Culture initiatives across NV2A, partnering closely with operational and corporate leadership to support business objectives, employee engagement, workforce effectiveness, and organizational performance.
Reporting to the Director of Human Resources, the HRBP serves as a trusted partner to business leaders, ensuring the effective implementation of HR programs, policies, and processes while maintaining alignment with MasTec's broader People & Culture strategy.
The HRBP takes ownership of assigned programs, monitors results, identifies opportunities for improvement, and collaborates with CE&I HR teams to leverage shared resources and expertise.
HR Business Partnership & Organizational Support- Partner with field and G&A leaders to understand workforce needs, operational priorities, and organizational challenges.
- Provide guidance and recommendations on employee management, organizational effectiveness, and HR policies.
- Support organizational changes, workforce transitions, and employee integration.
- Maintain regular communication with leadership to identify emerging people-related needs.
Workforce Planning & Talent Management- Coordinate workforce planning activities with operational leaders, including staffing needs, internal mobility, and organizational changes.
- Maintain workforce planning trackers and monitor staffing requirements by project and department.
- Support talent reviews, employee development initiatives, and career growth opportunities.
- Collaborate with Talent Acquisition to coordinate recruitment priorities and hiring activities.
Performance Management- Own the execution and administration of the annual performance management process.
- Coordinate performance evaluations, manager training, deadlines, and communications.
- Monitor completion rates and provide progress reports to leadership.
- Support performance calibration discussions and follow-up actions.
- Partner with managers to address performance concerns and development opportunities.
Employee Relations & Engagement- Serve as a primary point of contact for employee relations matters.
- Provide guidance to managers on performance concerns, workplace issues, and disciplinary processes.
- Conduct employee relations reviews and investigations, escalating complex matters as appropriate.
- Implement employee engagement initiatives and monitor participation and feedback.
- Promote a positive workplace culture aligned with organizational values.
Learning & Leadership Development- Coordinate the implementation of leadership development programs and training initiatives.
- Identify training needs in collaboration with business leaders.
- Support role-based development programs and employee learning opportunities.
- Monitor training participation, completion, and effectiveness.
- Coordinate with CE&I learning and development resources.
Compensation & Benefits Coordination- Support compensation benchmarking, salary reviews, and job classification initiatives.
- Coordinate with the CE&I Compensation team to ensure consistent application of compensation guidelines.
- Support annual compensation and bonus administration processes.
- Coordinate benefits communications, onboarding, and open enrollment activities with the Benefits team.
- Assist employees and managers with benefits-related questions, directing specialized matters to the appropriate teams.
HR Operations, Systems & Compliance- Ensure accurate employee records and HR data across applicable systems.
- Support HRIS implementation, system transitions, and process improvements.
- Monitor compliance with company policies and applicable employment regulations.
- Coordinate onboarding, employee changes, transfers, and offboarding processes.
- Support the implementation and communication of HR policies and procedures.
HR Program Ownership & Continuous Improvement- Take ownership of assigned People & Culture programs, ensuring effective implementation, ongoing monitoring, and successful outcomes.
- Establish program timelines, deliverables, and performance indicators.
- Track progress and provide regular updates to the Director of Human Resources.
- Identify opportunities to streamline processes, improve employee experience, and increase operational efficiency.
- Collaborate with CE&I HR partners to leverage shared resources and standardize practices when appropriate.
Work Experience and Education- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 5 years of progressive Human Resources experience, preferably in an HR Business Partner or HR Generalist role.
- Experience supporting both corporate and field-based employees, preferably in construction or a project-driven environment.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
Knowledge/Skills/Abilities- Strong knowledge of employee relations, performance management, talent development, and HR compliance.
- Experience working with HRIS platforms and HR reporting tools.
- Strong interpersonal, communication, problem-solving, and organizational skills.
- Ability to manage multiple priorities and work independently.
What's in it for YouFinancial Wellbeing- Competitive pay with ongoing performance review and merit increase
- 401(k) with company match & Employee Stock Purchase Plan (ESPP)
- Flexible spending account (Healthcare & Dependent care)
Health & Wellness- Medical, Dental, and Vision insurance (plan choice) - coverage for spouse, domestic partner, and children
- Diabetes Management, Telehealth Coverage, Prescription Drug Plan, Pet Insurance, Weight Management Drug Discount
- Discounted National Gym Membership Network
Family & Lifestyle- Paid Time Off, Paid Holidays, Bereavement Leave
- Military Leave, including Benefits Continuation
- Employee Assistance Program
Planning for the Unexpected- Short and long-term disability, life insurance, and accidental death & dismemberment
- Voluntary life insurance, accident, critical illness, hospital indemnity coverage
- Emergency Travel Assistance Program
- Group legal plan
Position may be subject to pre-employment screening, which may include background check and drug testing. Accessibility: If you need accommodation as part of the employment process, contact ceicareers@mastec.com. Due to the high volume of applications received, we are unable to respond to individual requests regarding application status. Please log into your candidate profile for up-to-date information.
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