Human Resource Partner

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.