Job Description

Position Summary

The Senior HR Business Partner serves as a strategic advisor to leaders within Southland's Manufacturing and Modular Solutions business and is responsible for aligning workforce, leadership, and organizational strategies with business objectives.

As Southland continues to expand its manufacturing capabilities and modular construction solutions, this role will play a critical part in helping the business scale its workforce, develop leadership pipelines, improve organizational effectiveness, and lead workforce transformation initiatives.

The Senior HRBP serves as a key member of the business leadership team and acts as the primary People advisor to business leaders. This individual must be equally comfortable on the production floor, in leadership meetings, and in strategic business discussions, bringing both operational HR expertise and strategic business acumen to the role.

The ideal candidate combines strong business acumen with expertise in organizational effectiveness, workforce planning, change management, leadership consulting, and talent strategy. Successful candidates will have prior experience supporting manufacturing, production, industrial, or other operational environments and have demonstrated success partnering with leaders and frontline workforces to improve business and people outcomes.

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

As a 100% employee-owned company, we offer a comprehensive benefits package for you and your family:

• 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