Human Resources Business Partner

Human Resources Business Partner

Mullins Mechanical is a leader in industrial and large commercial mechanical, plumbing, HVAC construction projects. Our projects are often in industrial and manufacturing environments, such as manufacturing facilities, automotive plants, chemical plants, distribution centers, warehouses, and other large commercial facilities. We are a self-performing specialty contractor specializing in design-build applications, HVAC systems, plumbing, process piping systems, boiler and chiller systems, equipment installation and rigging, plant relocation and maintenance, and metal fabrication.

Responsibilities:

· Serve as a strategic Human Resources Business Partner to assigned business units, developing a strong understanding of operational priorities, workforce needs, and growth plans.

· Partner with business leaders to develop and execute people strategies that support workforce stability, organizational performance, and employee engagement.

· Analyze workforce data and employee feedback to identify trends, risks, and opportunities; develop strategies and actionable recommendations that improve retention, employee engagement, and business performance.

· Partner with leadership on workforce planning and organizational structure to ensure the business has the talent and capabilities needed to support current operations and future growth.

· Facilitate succession planning and talent reviews, helping leaders identify critical roles, emerging talent, development needs, and succession gaps.

· Coach managers and senior leaders to strengthen leadership effectiveness, communication, conflict resolution, and overall team performance.

· Support organizational change and business transitions by assessing workforce impacts, advising leaders, and developing plans that promote effective communication and adoption.

· Advise leaders on employee conduct, attendance, performance concerns, corrective action, and employment decisions, partnering with Employee Relations or Legal on complex or high-risk matters as appropriate.

· Partner with Resource Management and business leaders to align hiring strategies and talent pipelines with current and future workforce needs.

· Support performance and talent-development processes by helping leaders establish expectations, address performance gaps, and identify development opportunities.

· Prepare and present workforce reporting to leadership, highlighting key trends, business risks, progress on HR initiatives, and recommended actions.

· Collaborate across HR and other business functions to provide coordinated and responsive support to the organization.

· Build trusted relationships with leaders and employees through consistent onsite presence and regular visibility at jobsites and other company locations.