Human Resources Business Partner II/III/IV

At Everus, employees come first.
We provide great pay, benefits and growth opportunities to more than 8,000 highly skilled team members across the country who are united by the common goal of safely Building America’s Future™.
We take great pride in the work our employees do each day, which drives our success as one of the Top 10 largest specialty contractors in the nation, and we will ensure you have the tools, training and opportunities for a successful career.
We look forward to having you on the team! JOB SUMMARY Provides human resources (HR) consultation and support to Everus and its operating companies to define and execute HR strategies in areas such as workforce planning, employee relations, benefits, and compensation.
Creates and maintains partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
Utilizes knowledge of various human resources functions to provide support to managers.
Responsible for understanding, upholding, and promoting the Everus 4EVER Strategy.
Employees | Value | Execution | Relationships MINIMUM QUALIFICATIONS Human Resources Business Partner II ($60,320 - $82,940) A working knowledge of business and human resource practices at a level normally acquired through completion of a four-year degree in business administration or human resources management or related field or equivalent experience; and Three plus years progressively responsible Human Resources experience.
Human Resources Business Partner III ($69,380 - $95,405) A working knowledge of business and human resource practices at a level normally acquired through completion of a four-year degree in business administration or human resources management or related field or equivalent experience; and Five plus years progressively responsible Human Resources experience.
Human Resources Business Partner IV ($79,760 - $109,670) A working knowledge of business and human resource practices at a level normally acquired through completion of a four-year degree in business administration or human resources management or related field or equivalent experience; and Seven plus years progressively responsible Human Resources experience.
JOB RESPONSIBILITIES Maintains an in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
Partners with the legal department as needed/required.
Collects and compiles key HR metrics and data from a variety of sources, including human resource information systems (HRIS) and payroll outputs, benefits enrollment records, management and employee surveys, exit interviews, personnel records, government labor statistics, competitor practices, and other sources.
Prepares reports of data results, presenting and explaining findings to senior leadership.
Compiles, verifies, and submits various federal and state compliance reports or data requests including but not limited to; Affirmative Action Plan, EEO-1, and VETS.
Provides day-to-day performance management guidance to managers (e.
g.
, coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Analyzes trends and metrics in partnership with the HR team to develop solutions, programs, and policies.
Analyzes, develops, administers, communicates, and interprets policies and guidance that relate to the human resources function and support strategic objectives.
Performs other tasks and special projects as assigned.
Duties may vary based on position level.
BENEFITS PACKAGE Annual short-term incentive bonus of up to 20% of eligible wages based on eligibility and company goal achievement.
Medical insurance (health savings account), including free programs like Learn to Live, Omada and Grand Rounds.
Virtual care options, including Hinge Health, virtual primary care and Doctor on Demand.
Prescription delivery service.
Dental insurance.
Vision insurance.
Life insurance for employees, spouses and dependents.
Accidental death and dismemberment (AD&D) insurance.
Flexible spending accounts.
401(k) plan with matching contribution and retirement contribution.
Employee Assistance Program.
Disability insurance.
Sick leave* Vacation.
11 paid holidays.
Flexible work hours, where feasible.
Employee discount programs.
Telecommuting policy.
* Benefits may differ based on resident and work state.
PREFERRED QUALIFICATIONS PHR or SHRM-CP certification; or must be able to obtain within one year of attaining this position.
Experience working with employees subject to collective bargaining agreements.
ADDITIONAL INFORMATION This position is required to be on-site at the Everus corporate office Bismarck location or an Everus operating company location.
Requires minimal travel (up to 10%) including in-state and out-of-state by car and/or plane with overnight stays.
Background check, MVR and drug screen required.
Minorities/Females/Disabled/Veterans.
EEO/AAP APPLICATION DEADLINE - APRIL 22, 2024 JOIN THE EVERUS TEAM Everus Construction is proud to provide exceptional opportunities to professionals nationwide.
We are confident that you will find challenging and rewarding work with us.
We hope to see your application soon! Current Everus employees: Ask HR about our referral program! Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
41 CFR 60-1.
35(c)