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Human Resource Partner

Rosendin McKinney, TX

McKinney, TX

Today

Full time Benefits Administration Business Partner Employee Relations

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Job Description

Rosendin is hiring a Human Resource Partner based in McKinney, TX (onsite). In this role, you will serve as the day-in, day-out HR partner for a defined client group, bringing field-level insight to HR Business Partners and leaders while driving practical execution across the employee lifecycle.

What you’ll get

ESOP - Employee Stock Ownership
401 K
Annual bonus program based upon performance, profitability, and achievement
Time off: 17 PTO days per year plus 10 paid holidays
Paid leave: 3 days of paid sick leave each year, 3 days of paid Bereavement leave each year, and 3 days of paid Jury Duty
Benefits: Medical, Dental, Vision Insurance
Additional coverage: Bonding Leave; Term Life, AD&D Insurance, and Voluntary Life Insurance; Disability Income Protection Insurance
Pre-tax options: Flexible Spending Plans (Health and Dependent Care)
Community impact: Charitable Giving Match with our Rosendin Foundation

Responsibilities

Lead workplace investigations from intake through resolution and documentation, partnering with HRBPs and Legal as needed on complex or higher-risk matters.
Investigate and resolve employee complaints, including formal grievances, harassment claims, and policy violations.
Meditate manager-employee conflicts and partner with leaders on resolution strategies.
Advise on accommodations (ADA, religious, pregnancy) in partnership with Legal and Benefits.
Conduct exit interviews, synthesize themes for the client group, and surface patterns to HRBPs and leadership.
Run the annual performance review cycle for the client group, including timeline management, calibration sessions, and manager training for writing and delivering feedback.
Facilitate calibration discussions to ensure ratings are defensible, consistent, and aligned with company standards.
Support talent review and succession planning processes, including facilitating sessions, documenting outcomes, and tracking follow-up actions.
Partner with leaders on individual development plans for high-potential talent in the client group.
Manage performance escalations, rating disputes, and complex performance situations.
Coach front-line and middle managers through difficult people decisions, including performance management, terminations, compensation conversations, and role changes.
Provide day-to-day performance management guidance to leaders, including coaching, counseling, career development, disciplinary actions, performance improvement plans, and terminations.
Onboard new people managers into Rosendin’s management practices and partner through their first hard people conversations.
Identify capability patterns across the client group and partner with L&D and HRBPs on targeted solutions.
Partner with Total Rewards and HRBPs to execute the annual compensation cycle, including budget allocation guidance and manager communications.
Support documentation of job descriptions, and counsel managers on equity, merit, and promotion decisions using compensation data and Rosendin’s compensation philosophy.
Support managers through compensation conversations with employees, including coaching on framing and delivery.
Partner on quarterly headcount planning, requisition approvals, and reorganizations within the client group.
Identify capability gaps and partner with Talent Acquisition and Learning & Development to address them.
Support reorganizations and organizational changes, including role definitions, transition planning, and employee communications.
Provide field intelligence to HRBPs and leadership, surfacing engagement, retention, and morale signals.
Translate enterprise HR programs (engagement surveys, comp cycles, talent reviews, recognition programs) into effective execution for the client group.
Localize communication of policy changes, benefits updates, and HR announcements for the client group.
Partner with HR Operations on timely and accurate execution of employee lifecycle changes (hires, promotions, transfers, terminations).
Resolve escalated employee inquiries requiring policy interpretation or judgment, partnering with HR Operations and CoEs on tier-1 questions.
Build strong relationships with leaders and employees to improve engagement, strengthen morale, and drive productivity and retention through feedback mechanisms such as surveys and listening sessions.
Maintain strict confidentiality while handling sensitive employee information and collaborate with HR Centers of Excellence to deliver practical HR solutions.
Perform additional duties as assigned, consistent with the scope and level of the role.

Requirements

Required: Bachelor's degree in human resources or related field.
Required: 5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching (education, training, and relevant experience may be combined).
Preferred: Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
Preferred: Prior experience in construction, trades, or other project-based or field-heavy industries.
Preferred: Experience supporting a defined client group (region, business unit, or function) as the primary day-to-day HR partner.
Working knowledge of employment laws and regulations related to employee management, including FMLA, leave of absence, ADA, NLRA, return-to-work, and general compliance and risk management.
Ability to assess risk, think critically, and exercise sound judgment in ambiguous or complex situations.
Foundational understanding of compensation practices and ability to apply established programs to live situations.
Proven ability to lead workplace investigations from intake through resolution and documentation.
Demonstrated ability to coach managers through difficult people decisions, including performance, termination, and compensation conversations.
Strong verbal and written communication skills with ability to influence, negotiate, and interact effectively at all levels.
Basic data analysis and interpretation skills to inform decision-making.
Demonstrated problem-solving skills, including creative and innovative approaches.
High level of discretion and professionalism with sensitive and confidential employee information.
Strong organizational skills to manage multiple priorities, maintain accurate records, and ensure timely follow-up.
Ability to work effectively in a fast-paced environment, adapt to changing priorities, and maintain a positive, customer-focused mindset.
Proficiency in Microsoft Office (Outlook, Word, Excel); experience with HRIS platforms such as Workday, Oracle, or SharePoint preferred.

Technologies

Microsoft Office (Outlook, Word, Excel)
Workday
Oracle
SharePoint

Travel and working conditions

Travel: Up to 20%.
Environment: General work indoors with varying conditions such as fluorescent lighting and air conditioning; sitting for long periods, standing, walking, typing, carrying, pushing, and bending.
Noise: Usually low to medium; can be loud on the jobsite.
Accommodation: Rosendin fully complies with the ADA and applicable state law, including considering reasonable accommodation measures.
Physical demands: Occasional lifting of up to 30 lbs.

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