Human Resource Business Partner - MEC Industrial

Requisition ID: 83172

District Overview
Mass. Electric Construction Co. Industrial (MECI) is a Kiewit Subsidiary and one of the nation's premier electrical contractors. We are a leader in providing complex and large-scale electrical construction and maintenance services. Our markets include those in renewables, power, transmission & distribution, water/wastewater, life sciences, data center, communications & ITS, security, transit/light rail and traction power across North America. We focus on Safety - Nobody Gets Hurt - and exceeding client expectations by meeting or beating project schedules and budgets.

Scope
This position will report to the HR Operations Director and work closely with the District leadership teams. Primary responsibility will be to ensure HR execution and performance for the assigned business. There will be vital collaboration with HR Shared Services to ensure the efficiencies are driven in all areas of HR programs.

Key Responsibilities
•    Human Resources Planning and Management
o    Drive the development of HR related strategies and ensure implementation and execution
o    Maintain knowledge of progressive HR practices, trends and data points to drive enhancements
o    Review key business performance targets and their related talent implications with business leaders
o    Review and benchmark the internal and external environment to improve HR policies and initiatives
o    Serve as project manager over various projects and initiatives as determined in annual planning cycle
o    Serve as a change agent by influencing key stakeholders in support of organizational effectiveness
•    Workforce Planning and Talent Management
o    Utilize tools and tracking methods to ensure workforce is right-sized for current and future needs
o    Development of succession plans and skills gap analysis, ensuring that effective actions are in place
o    Ensure coaching, feedback and performance systems are in place to maximize workforce productivity
o    Leverage internal and external resources to ensure proper employee coaching and interventions are provided
o    Lead implementation of programs to drive development, employee engagement and retention
•    Program Execution and Employee Support
o    Serve as advisor to District leadership teams by providing insights, consultation and support
o    Act as a liaison with HR Shared Services to ensure the delivery of support to exceed internal client needs
o    Provide feedback to influence the continuous improvement of HR services and processes

Key Processes Supported
Staff / Intern Onboarding
•    Work with District leaders to determine initial assignment locations and plans are in place
•    Routinely follow up with new employees to ensure effective transition into workforce (informal, surveys, etc.)
Recruiting Management
•    College
o    Help determine future recruiting volume, skills needed and key goals
o    Select effective front-line recruiters to help support university recruiting efforts
o    Monitor hiring needs and trends and ensure key stakeholders are aware (Managers, COEs, etc.)
o    Facilitate final hiring decision by getting necessary approvals to ensure quality candidates
•    Experienced
o    Ensure processes are in place to help determine future recruiting volume, skills needed and key goals
o    Analyze internal and external equity data provided by COEs to ensure competitive and fair offer
o    Facilitate final hiring decision by getting necessary approvals to ensure quality candidates
Workforce Planning
•    Facilitate regular communications around employee availability and scheduling
•    Consult with managers on effective staff assignments and strategy
•    Drive workforce planning and forecasting process (backlog, attrition, hiring, promotion rates, etc.)
•    Lead District succession planning process by providing sound insight and support
•    Identify additional learning and development trends based on future workforce needs
Employee Relations
•    Support program by serving as District EEO and ensuring communications and employee awareness
•    Serve as liaison for high-risk terminations or separations of employees
•    Ensure local policies are effectively drafted, implemented and monitored (i.e. dress code, attendance, etc.)
 Business Analytics
•    Employee dashboards, reports and data are utilized to drive business decisions and tactics
•    Support implementation of standard communications, processes and reporting for HR annual cycle activities
Performance Management
•    Drive execution of employee performance programs and expectations to maximize workforce productivity
•    Provide performance coaching and support to managers and employees
•    Evaluate and analyze performance trends, goals, due dates & outstanding actions to follow up with managers
•    Ensure employee differentiation process is clearly communicated and executed
•    Support the execution of performance improvement plans and provide consultation as necessary
Leadership Development
•    Drive execution of leadership development programs and expectations to maximize workforce productivity
•    Ensure leadership development needs are appropriately met (LSP, HiPo, 360, SLI, etc.)
Learning Management
•    Lead efforts to monitor workforce needs to District specific training needs
•    Approve and ensure execution of District training plans and processes
•    Monitor ROI of training programs and tools to ensure relevance and impacts are being made as desired
Career Development
•    Monitor development program effectiveness through Talent Navigator tools
•    Work with Project Managers at job start-up to develop expectations & rotational plans
•    Work with managers to utilize our tools and hold them accountable
Staff Engagement
•    Monitor workforce productivity, retention and engagement for trends and changes that require intervention
•    Support effective implementation and execution of employee engagement surveys and plans
Compensation
•    Provide needed insight and analysis to annual wage and bonus planning process
•    Lead efforts to ensure effective utilization of Kiewit Job Architecture and make recommendations as needed
•    Provide needed insight and analysis to stock program process – recommendations, changes, allocations, etc.
•    Monitor employee mobility programs are in place and exceptions to policy are monitored as needed
•    Assess workforce for wage and market trends and pressures – communicate with COE as needed
Organizational Effectiveness
•    Drive executive advising by providing support, insight and coaching to leadership teams
•    Participate in strategic planning by assisting people planning needs and priorities
•    Support District Business Planning by drafting tactical concepts/ideas to executing people strategy
•    Work with operational leaders to consult on effective organizational design and optimize talent
•    Ensure utilization of employee feedback and monitor workforce (Onboarding, Engagement, Exit Interview)
Department Management
•    Provide HR support for District Management Teams (DOR, HR Business Plans, Mid-Year Reviews, etc.)
•    Support HR team development, training and exposure to front-line operations
•    Drive HR budget planning, cost analysis and reporting for District related operations
•    Maintain employee visibility through Job visits and employee interaction
•    Support District communications and transmission of critical employee value proposition components

Qualifications
This position requires an experienced HR expert who can strike a balance between systems thinking, HR program execution and process innovation.
•    5+ years’ experience of progressive HR experience with working knowledge of multiple HR disciplines
•    Bachelor’s degree (Human Resources or Business Administration)
•    Ability to communicate and influence in support of gaining buy-in and acceptance of new ideas and approaches
•    Proven ability to take initiative and build strong and productive personal relationships
•    Sound business acumen and analytical skills
•    Ability to travel overnight throughout the US and Canada up to 40% of the time

About Kiewit 
As one of North America's largest, most respected construction and engineering organizations, with 2018 revenues of $9 billion, Kiewit exists to make a difference. We improve and connect communities across the United States, Canada, and Mexico through complex projects in transportation, water/wastewater, power, oil, gas and chemical, building, industrial and mining. Our services are as diverse as the skills of our 20,000-strong workforce to whom we provide challenging, honest work in a caring and collaborative culture. A sense of adventure, pride and fulfillment is built into every career at Kiewit.

How We’re Different
•    Consistently ranked within the top five of the “Top 400 Contractors” according to Engineering News-Record 
•    Top-tier health, dental and vision insurance available from Day One of employment
•    401K savings plan that includes company dollar-for-dollar match on contributions up to 6 percent of base pay
•    Our employees are entitled to accrue at least 20 days paid time off each year
•    We spend an average of $8,500 per employee each year on training and career development and reimburse up to $5,250 per year in outside tuition costs

Kiewit is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.