Who We Are
Balfour Beatty Investments is a global infrastructure investor operating in the UK, US, and Canada. We provide the investment capability to deliver complex infrastructure projects. Over the past 15 years, Balfour Beatty Investments (formerly known as Balfour Beatty Capital) has established itself as one of the largest investors in the PPP industry, building a portfolio of more than 60 projects worldwide, predominantly in the UK and US.
Balfour Beatty Investments is proud to offer challenging and rewarding work in a variety of functional areas. As a company, we operate with safety and sustainability as our primary focus. Equally integral components of our culture are our values—Integrity, Teamwork, Excellence, Respect—and our code of conduct. Living up to these commitments requires the fresh ideas, insights and talents of employees as diverse as the audiences we interact with every day.
The success of our company is built on the efforts of our employees. We are committed to offering our employees a path to professional success through development, training and mentoring opportunities that cover a wide variety of skills and functional areas.
At Balfour Beatty Investments, our employees are our greatest asset and their well-being means a healthier, more productive workplace.
Our Benefits
- Discretionary bonuses
- Medical and Dental Insurance 1st of the month following employment
- Health, Flexible Spending and Dependent Care Accounts
- Company paid life insurance
- 401K plan with employer matching
- Robust PTO to include, sick, floating holidays, vacation, and personal days
- 2 Volunteer Days per year
- Company paid short-term and long- term disability, parental leave.
- And more!
About The Role
The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to the business within an assigned region. This role is responsible for the consistent execution of HR policies and practices, employee relations, compliance, training, benefits, ADA interplay, and workforce initiatives. The HRBP builds trusted relationships with leaders and employees at all levels, coaches’ managers through complex employment decisions, and ensures compliance with federal, state, and local employment laws while promoting a positive, inclusive, and high-performing workplace culture.
What You'll Be Doing
- Serve as the primary HR point of contact for employees and leaders within the assigned region.
- Build strong, credible relationships across all levels of the organization while maintaining neutrality, confidentiality, and alignment with company values.
- Coach and influence leaders through difficult and sensitive employment decisions using sound judgment and emotional intelligence.
- Travel up to 75% to conduct site visits to engage with employees and leadership, participate in daily operations while onsite, handle employee relation matters, and support initiatives such as town halls, onboarding, benefits open enrollment, and team meetings.
- Partner with leadership to develop and implement employee engagement, retention, and workforce development initiatives. To include site action plans aligned to business objectives.
- Provide guidance and support on employee counseling, corrective actions, performance management, and terminations.
- Act as the point of governance and controls of all delivered written warnings. Participate in progressive discipline conversations with line managers and all termination meetings as required.
- Employee Relations advocate and investigator. Responsible for conducting and managing case load of all employee investigations assigned, which may include in-person and at times virtual interviews, in accordance with established protocols. Employee Mediation when required
- Review exit interviews and resignation letters to identify trends and opportunities for improvement.
- Support culture and inclusion initiatives and foster organizational justice and an inclusive work environment.
- Ensure compliance with all federal, state, and local employment laws and company policies across a multi-state, multi-location workforce.
- Conduct audits of HR policies, procedures, and site-level compliance (e.g., postings, personnel files) and recommend updates or new policies as needed.
- Learn, interpret, communicate, and enforce internal HR and Company policies, procedures, and compliance requirements, ensuring consistent application and appropriate escalation of issues when necessary.
- Investigate employee concerns and ethics or compliance matters; escalate issues appropriately in partnership with HR and Compliance leadership.
- Maintain accurate documentation, records, and reporting related to employee matters and investigations.
- Partner with Payroll to ensure accurate and compliant pay practices, including knowledge of wage and hour laws, paid leave requirements, and timekeeping policies.
- Support Leaves of Absence communication, partnering with Benefits team to stay up to date on leaves of absence and return-to-work statuses for employees in assign region.
- Collaborate with Talent Acquisition on recruiting strategies and hiring efforts.
- Review and evaluate workplace ADA accommodations in partnership with Operations. Lead and complete the ADA reasonable accommodation/interactive processes for employees in assign region.
- Administrative Support to include approvals and audits to personnel action forms (PAFs) to ensure accuracy.
- Serve as a connector between employees, leadership, and HR Shared Services partners: Benefits, Workers Compensation, Payroll, Health & Safety and other stakeholders in the business.
- Provide guidance and partnership to leaders on all aspects of performance management, merit planning, and employee development. Ensure consistent application of processes, timelines, and evaluation standards across the organization.
- Lead and facilitate training sessions on key HR topics, including compliance, performance management, leadership expectations, and organizational policies. Adapt training approaches to meet the needs of diverse employee groups.
- Design and facilitate employee focus groups to gather insights on engagement, culture, and organizational effectiveness. Summarize themes and partner with leaders to develop action plans that address identified opportunities.
- Ensure all employee documentation is accurate, complete, and maintained in electronic personnel files and in appropriate trackers. This applies to HR investigations, corrective actions, ADA interactive processes, and other matters within Human Resources span of control.
- Complete annual audits of locations for HR compliance and company-required policies and report findings as needed.
- Performs other duties as assigned.
Who We're Looking For
- Bachelor’s Degree in Human Resources, Labor Relations, Business, or related field
- PHR/SPHR recommended.
- California HR Certification highly recommended.
- Candidate must live in the Western United States
- Five years’ experience in Human Resources Management in multi-state, multi-location portfolio of business with responsibilities for exempt, non-exempt and hourly demographics. Valid driver’s license and safe driving record.
- Labor relations experience is strongly preferred.
- Demonstrated experience and job knowledge in federal and state employment laws
- Proficiency in MS Office products.
- Proven HR management experience
- Excellent presentation and interpersonal skills
- Ability to travel at minimum 75% of the time.
#IND123
Pay Rate: $ 100,000- $130,000
- This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs. No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law.
