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Human Resources Business Partner in Seattle, WA at Penhall Company

Date Posted: 11/30/2021

Job Snapshot

Job Description

Essential functions:

Implement HR programs and processes effectively and efficiently.  Support the Region and monitor the activities of other departments from a human resource perspective. Provide HR strategic support to the Branch/Area Managers and direct regional/corporate recruiting to facilitate efficient onboarding administration. Develop and implement sound HR practices (Penhall Value Proposition and Policy) aligned with the strategic direction of the company. Develop, maintain, and administer an effective wage and benefit program. Administer compensation programs to assure competitive, but performance-based, pay practices that inspire employee performance to achieve Region and Company financial objectives.  Align employees and management through performance management systems and incentive systems to business goals and objectives. Consult to management on human resource-related issues. Anticipate HR-related needs. Communicate needs proactively with the HR department at corporate and Business management.  Develop integrated HR solutions. Partner across the HR function to deliver value-added service to management and employees that advances the business objectives of Penhall Company and serve the organization’s priority needs.  Manage EEO training and FLSA compliance.  Resolve HR disputes and claims in the favor of the business. Manage recruiting channels and temp labor providers.  Administer employee performance reviews and coaching.  Advise top grading that is required.  Administer career development and associated training programs.  Administer employee files and ensure performance reviews and counseling records remain current and complete.  Advise on compensation (offer, merit and other increases) and promotion and transfers.   Administer Performance improvement programs and terminations.

Advise the VP on strategies and tactics to win the war for talent in the organization’s employment market.  Attract, develop, and retain the talent required to take relevant and strategic share in the organization’s markets.  Monitor competitor positioning, employee value propositions, strategic employment intent, strengths and weaknesses.  Advise the VP on creating, championing and adapting an Employee Value Proposition by understanding our market to create and negotiate competitive offers in order to attract and retain the best talent.  Guide the recruitment and screening and offer processes to promptly fill the open positions with superior talent.  Monitor and objectively report on employee engagement and propose management action plans to address material issues.  Conduct exit interviews and distill insights that can improve the business.

Advise the VP on organizational development and cultural adaptation.  Act as a business partner, strategic solution provider, adviser and counselor for the Regional leadership team and liaison to each Branch/Area on team effectiveness, organizational design (performance systems, management processes, and organizational structure) and cultural adaptation to fulfill the business goals.  Understand the Regional and Branch level strategy and support the team by translating the strategy into continuous improvement actions that ensure the organizational capacity meets the strategic requirements in a changing competitive marketplace.  Drive cultural change to align the organization with our strategy to foster a high performance team and culture.  

Role Expectations

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  1. Conduct weekly meetings with respective business units including weekly participation in Project Review Meetings and tracking of Project Incentive Plans
  2. Consult with line management, providing HR guidance when appropriate.
  3. Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
  4. Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
  5. Maintain 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.
  6. Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  7. Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  8. Provide HR policy guidance and interpretation.
  9. Develop contract terms for new hires, promotions and transfers.
  10. Provide guidance and input on business unit restructures, workforce planning and succession planning.
  11. Identify training needs for business units and individual executive coaching needs.
  12. Participate in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
  13. 50% remote work, but based near a physical location
  14. Travel to assigned branch locations when needed


  1. HR functional expertise
  2. Organization and change leadership
  3. Global & Cultural Awareness
  4. Relationship Management
  5. Communication
  6. Consultative work style
  7. Business Acumen
  8. Ethical Practice

Supervisory Responsibility

This position has supervisory responsibility for in house recruiting resources, and serves as a coach and mentor for other positions throughout the organization.

Penhall Company Offers:

  • An excellent compensation package
  • Medical, dental, vision, life coverage, and 401(k) profit sharing plan w/Employer Match
  • Flexible Time Off, Sick and Holiday pay
  • Company laptop provided

Job Requirements

  • Must have 5-7 years of HR Business Partner experience, with an additional 3 years’ experience in the Construction or related industry in union or non-union environments
  • Union experience preferred
  • Experience with HR in California, Hawaii and Washington 
  • Bachelor degree in Human Resources, Labor Relations, Business, or related discipline
  • Masters in Human Resources Preferred
  • Must be a self-starter and highly motivated to succeed, is proactive, and self-directed,
  • Comfortable working in an office and field environment
  • Able to work in multiple locations and prioritize. Ability to adapt to shifting situations and variable environments.
  • This role reports day to day to the Regional Vice President and will have a matrix reporting relationship to Corporate HR, and corporate shared services – payroll, health and benefits administration, etc.
  • Shows strong commitment to the company culture and proves to be a champion of our initiatives
  • Excellent job interviewing skills and attention to detail
  • Ability to type proficiently, navigate through systems, having strong computer and analytical skills, familiar with HRIS and ATS (Applicant Tracking Skills).
  • Proficient in Microsoft suite software and institutional databases
  • Skilled in establishing priorities and managing workloads
  • Ability to resolve disputes amicably and with professionalism
  • Excellent organization, analytical, problem-solving skills, including customer service skills
  • Excellent written and verbal skills when addressing either individuals or groups
  • Solid organizational planning
  • Good driving record is essential

Penhall Company is an Equal Opportunity Employer. Penhall Company encourages qualified females, minorities, veterans, disabled persons to apply.


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