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Human Resource Partner Jobs (NOW HIRING)

Altium Packaging LLC

Human Resource Partner

Poland, ME · On-site

Salary Exempt (United States of America) The Human Resources Partner is the local human resources representative responsible for implementing Altium's HR and people strategies, and administering core ...

Amazon

HR Partner, Human Resource, NACF

Omaha, NE · On-site

The HR Partner role offers an exceptional opportunity to build your career in human resources, focusing on employee experience, engagement, leadership development and HR operational excellence. As an ...

Amazon

HR Partner, Human Resource , AMZL

Revere, MA · On-site

The HR Partner role offers an exceptional opportunity to build your career in human resources, focusing on employee experience, engagement, leadership development and HR operational excellence. As an ...

UAB

HUMAN RESOURCES PARTNER MANAGER

Tampa, FL

$81K - $132K/yr

To serve as first point of contact for Human Resource Partner (HRP) related issues within the unit. To direct and communicate HR initiatives. To manage and supervise processes of UAB entities. To ...

BuildOps

Human Resource Business Partner

Raleigh, NC

We are seeking a proactive and strategic HR Business Partner (HRBP) to support our growing team. This role will act as a trusted advisor to managers and employees, driving HR initiatives that align ...

BuildOps

Human Resource Business Partner

Raleigh, NC · On-site

We are seeking a proactive and strategic HR Business Partner (HRBP) to support our growing team. This role will act as a trusted advisor to managers and employees, driving HR initiatives that align ...

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$33K

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How much do human resource partner jobs pay per year?

As of Aug 31, 2026, the average yearly pay for human resource partner in the United States is $75,501.00, according to ZipRecruiter salary data. Most workers in this role earn between $62,000.00 and $86,000.00 per year, depending on experience, location, and employer.

What is a human resource partner?

Human Resource Partners (HR Partners) are professionals who act as a bridge between an organization’s management and its employees. They provide strategic support in areas like talent management, employee relations, performance management, and organizational development. HR Partners work closely with department leaders to align HR strategies with business goals, ensuring that the company attracts, develops, and retains top talent. Their role is both consultative and operational, helping resolve workplace issues and fostering a positive working environment.

How does a human resource partner typically collaborate with department managers to address employee performance issues?

A Human Resource Partner works closely with department managers to proactively identify and address employee performance issues. This often involves consulting with managers to understand the root causes, developing performance improvement plans, and ensuring consistent application of company policies. HR Partners also provide coaching to managers on effective communication and conflict resolution techniques, fostering a supportive environment for both employees and leadership. Regular check-ins and follow-up meetings help ensure progress and promote positive outcomes for all parties involved.

What are the key skills and qualifications needed to thrive as a human resource partner, and why are they important?

To thrive as a Human Resource Partner, you need expertise in HR policies, talent management, and employment law, often supported by a bachelor's degree in human resources or a related field. Familiarity with HRIS platforms, applicant tracking systems, and certifications like SHRM-CP or PHR are typically required. Outstanding interpersonal, problem-solving, and negotiation skills help you build trust and effectively support both employees and leadership. These skills are crucial for aligning HR strategies with business goals and fostering a productive, compliant workplace.

What cities are hiring for Human Resource Partner jobs?

Cities with the most Human Resource Partner job openings:

What states have the most Human Resource Partner jobs?

States with the most job openings for Human Resource Partner jobs include:

What are popular job titles related to Human Resource Partner jobs?

For Human Resource Partner jobs, the most frequently searched job titles are:

Human Resource Partner jobs near you
Infographic showing various Human Resource Partner job openings in the United States as of August 2026, with employment types broken down into 82% Full Time, 10% Part Time, and 8% Contract. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution, with an average salary of $75,501 per year, or $36.3 per hour.

Human Resource Partner

Mckinney, TX • On-site

Rosendin Electric, Inc.
Construction • 5 - 10K employees

7.4

Company rating: 7.4 out of 10

Based on 55 frontline employees who took The Breakroom Quiz

34th of 80 rated construction

Great coworkers

People enjoy working here

Good employer

Learn more about Rosendin Electric, Inc.external

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

This job post has expired today. Applications are no longer accepted.

Job description

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.
Why Rosendin?
Committed. Innovative. Engaged.
If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder!
YOUR NEXT OPPORTUNITY:
The Human Resources Partner is the day-in, day-out HR partner for a defined client group - typically a region, business unit, or functional area at Rosendin. This role owns the people-related execution and judgment work within that client group based on established HR/Company established policies, procedures, practices, and guidelines, partnering directly with front-line and mid-level leaders on employee relations, performance management, manager coaching, and the operational delivery of HR programs throughout the overall employee lifecycle. Role is the field intelligence layer for all areas of responsibility within the function - the person who hears what's happening on the ground first and identifies/surfaces patterns to the HRBP and leadership.
This role sits between HR Operations and the HR Business Partner. HR Operations handles transactional and program-based execution; HRBPs partner with senior leaders on strategic workforce decisions. The Human Resources Partner is the connective tissue - owning the complex people work that requires sound judgment and ground-level relationships, while freeing HRBPs to focus on strategic partnership with senior leaders.
The Human Resources Partner partners closely with HRBPs and People Centers of Excellence including Compensation & Benefits, HR Operations, Learning & Development, and Talent Acquisition. They are the field intelligence layer for the function - the person who hears what's happening on the ground first and surfaces patterns to the HRBP and leadership.
WHAT YOU'LL DO:
Employee relations and investigations
  • 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.
  • Mediate 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.

Performance and talent execution
  • Run the annual performance review cycle for the client group, including timeline management, calibration sessions, and manager training on 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.

Manager Coaching and Capability
  • 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 with them through their first hard people conversations.
  • Identify capability patterns across the client group (e.g., "three managers in this region are struggling with the same thing") and partner with L&D and HRBPs on targeted solutions.

Compensation Execution
  • Partner with Total Rewards and HRBPs to execute the annual compensation cycle for the client group, including budget allocation guidance and manager communications.
  • Partner with Total rewards and HRBP to support the proper documentation of job descriptions.
  • Partner with HRBP to 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.

Workforce Planning and Operational Support
  • Partner with managers on quarterly headcount planning, requisition approvals, and reorganizations within the client group.
  • Identify capability gaps in the client group and partner with Talent Acquisition and Learning & Development to address them.
  • Support reorganizations and organizational changes within the client group, including role definitions, transition planning, and employee communications.
  • Provide field intelligence to HRBPs and leadership - surfacing engagement, retention, and morale signals from the ground level.

HR Program Delivery
  • 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) for the client group.
  • Resolve escalated employee inquiries requiring policy interpretation or judgment, partnering with HR Operations and CoEs on tier-1 questions.

General Responsibilities
  • 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.
  • Collaborate with HR Centers of Excellence to deliver effective, timely, and practical HR solutions.
  • Perform additional duties as assigned, consistent with the scope and level of the role.

WHAT YOU'LL NEED TO BE SUCCESSFUL:
Knowledge and judgment
  • 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 the ability to apply established programs to live situations.

Skills
  • Demonstrated 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 the ability to influence, negotiate, and effectively interact at all levels of the organization.
  • Basic data analysis and interpretation skills to inform decision-making.
  • Demonstrated problem-solving skills, including creative and innovative approaches to addressing challenges.

Mindset and approach
  • High level of discretion and professionalism in handling sensitive and confidential employee information.
  • Strong organizational skills with the ability 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.

Technical
  • Proficiency in Microsoft Office (Outlook, Word, Excel); experience with HRIS platforms such as Workday, Oracle, or SharePoint preferred.

WHAT YOU BRING TO US:
Required
  • Bachelor's degree in human resources or related field.
  • 5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching.
  • Can be a combination of education, training, and relevant experience.

Preferred
  • Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
  • Prior experience in construction, trades, or other project-based or field-heavy industries.
  • Experience supporting a defined client group (region, business unit, or function) as the primary day-to-day HR partner.

TRAVEL:
  • Up to 20%.

WORKING CONDITIONS:
  • General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning
  • Noise level is usually low to medium; it can be loud on the jobsite.
  • We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions.
  • Occasional lifting of up to 30 lbs.

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

Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business...and your career.
Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.

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