director people partner

alliantgroup

<div>
 The
 
 Director, People Partner
 
 , acts as a strategic partner and talent expert in designated business units (e.g. R&amp;D, BD/Sales, Operations). This role is responsible for driving the people agenda within their assigned group, ensuring that all people initiatives including organizational design, performance management, succession planning, and workforce analytics are executed successfully and directly support alliant&rsquo;s strategic growth priorities while also aligning with alliant&rsquo;s culture and core values. The Director, People Partner is a key member of the People Experience Leadership Team, serving as the voice of the business to People Experience and the voice of People strategy to the business. Additionally, this role will work with business leaders to provide consultation and coaching on performance management tools and solutions, as well as support with the resolution of employee issues, investigations, career counseling, and employment actions.
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Strategic Partnerships and Organization Design:
 </li>
 <li>
 Develop a thorough understanding of the business unit&rsquo;s operational challenges, financial goals, and P&amp;L drives to ensure HR solutions are commercially sound and impact driven.
 </li>
 <li>
 Embed within the business unit&rsquo;s leadership team to participate in strategic planning. Proactively identify future talent needs, skills gaps, and organizational design opportunities necessary for anticipated growth and change (in response to market or regulatory shifts).
 </li>
 <li>
 Lead strategic workforce planning efforts, including headcount projections, talent segmentation, and location strategy (US and India team), aligning with the VP of Talent/People Experience goals.
 </li>
 <li>
 Act as the lead consultant for organizational effectiveness initiatives, including restructuring, team alignment, and change management, ensuring decisions are data driven and mitigate employee experience risks
 </li>
 </ul>
 <ul>
 <li>
 Talent Management and Leadership Development:
 </li>
 <ul>
 <li>
 Consult with senior leaders on performance management, coaching them on difficult employee relationship issues, high-potential development, and succession planning. Drive accountability for consistent performance review standards across the organization.
 </li>
 <li>
 In partnership with the Learning and Development CoE, identify and address specific leadership skill gaps within the business unit (e.g. managing high-performing, innovative teams, as per internal feedback).
 </li>
 <li>
 Orchestrate and facilitate annual talent reviews and quarterly succession planning sessions for critical roles, ensuring robust talent pipelines are maintained for both newly promoted and existing leadership positions. Identify development plans for associates in the business area(s) supported.
 </li>
 <li>
 Advise management on competitive compensation strategies, internal equity adjustments, and retention plans for high-performers or those with in-demand skills, leveraging HRIS data for insights.
 </li>
 <li>
 Oversee and maintain awareness of associate inquires and issues in order to identify trends and recommend solutions to mitigate their impact and achieve optimal outcomes.
 
 
 </li>
 </ul>
 </ul>
 <ul>
 <li>
 Operational Excellence and Data Governance
 </li>
 <ul>
 <li>
 Use HR data (turnover, promotion velocity, engagement metrics) to diagnose organizational health issues, present key trends to the business unit&rsquo;s leadership, and propose data-backed solutions.
 </li>
 <li>
 Ensure the business unit&rsquo;s people policies and processes adhere to all federal and local employment las (including FLSA and EEO guidelines). Proactively manage employee relations issues and internal investigations to protect the business.
 </li>
 <li>
 Champion the adoption of core HR systems (e.g., Workday) and processes within the business unit, ensuring managers are utilizing self-service capabilities for real-time data access and accurate record-keeping.
 </li>
 <li>
 Partner with corporate HR expertise to develop and deliver comprehensive solutions to internal customers.
 
 </li>
 </ul>
 </ul>
 
 Qualifications:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field. HR certification (SHRM-SCP, SPHR) highly preferred.
 </li>
 <li>
 Minimum 8+ years of progressive HR experience, with at least 3 years operating as a senior-level HR Business Partner consulting with executive or C-level leaders.
 </li>
 <li>
 Proven ability to leverage HRIS systems (e.g., Workday) for data analysis, reporting, and proven execution.
 </li>
 <li>
 Exceptional interpersonal skills and proven ability to build credibility and influence outcomes across all levels of the organization, often without direction.
 </li>
 <li>
 Strong working knowledge of employment law and government regulations including EEOC, OSHA, and FLSA.
 </li>
 <li>
 High proficiency/expertise in Microsoft Office Suite with a strong comfort level working in HR systems or learning new systems.
 </li>
 <li>
 Demonstrated success leading organizational change efforts and managing the resulting communication and behavior adoption challenges.
 </li>
 <li>
 Functional knowledge of Workday preferred.
 </li>
 <li>
 Ability to work collaboratively in a fast-paced environment.
 </li>
 <li>
 High sense of urgency with the ability to meet deadlines and changing priorities.
 </li>
 <li>
 Receptiveness to performance feedback within a team environment is essential.
 </li>
 <li>
 Preferred candidate will reside or relocate to Houston.
 
 
 </li>
 </ul>
 alliant offers a comprehensive compensation and benefits package including 100% employer paid medical /dental premiums for single coverage for certain options, 401(k) matching, PTO, company provided life insurance and disability, onsite gym and group exercise classes, paid covered parking, daily allowance for onsite caf&eacute; and Starbucks, and more!
 
 
 Doing Work That Matters.
 
 alliant
 
</div>

Director, People Partner

4 hearts water LLC

About the RoleWe are a growing business looking for a multi-talented Sales &amp; Social Media Coordinator. We aren't looking for a traditional &quot;shop assistant&quot; to just sit and wait for customers. We need a proactive &quot;Growth Partner&quot; who understands how to turn digital views into foot traffic.The Business Owner will be the face of the brand (On-camera talent), and we have a dedicated professional video editing team. Your job is to be the &quot;Director&quot; behind the lens and the &quot;Closer&quot; on the sales floor.Key Responsibilities<ul><li>Content Coordination: Assist the owner in brainstorming and scripting viral content ideas for TikTok, Instagram (Reels), and Facebook.</li><li>On-Site Filming: Act as the primary camera operator (using iPhone/Camera) to capture high-quality raw footage of the owner and products. You must have a good eye for lighting, angles, and &quot;hooks.&quot;</li><li>Lead Management: Actively monitor TikTok/Meta comments and DMs. Your goal is to convert &quot;How much?&quot; into &quot;I'm coming to the store today.&quot;</li><li>Showroom Sales: Provide a premium sales experience for the 1-2 daily high-intent customers who visit the store.</li><li>Team Liaison: Organize raw footage and communicate clear instructions/feedback to our video editing team to ensure the final product hits the mark.</li><li>Community Engagement: Keep our social media pages active, trendy, and responsive.</li></ul>Requirements<ul><li>Social Media Native: You live on TikTok and Instagram. You know what sounds are trending and what makes people stop scrolling.</li><li>Eye for Content: You don't need to be a pro filmmaker, but you must know how to frame a shot and tell a story through a lens.</li><li>Sales Instinct: You are persuasive, outgoing, and hungry to hit targets.</li><li>Organizational Skills: Able to manage a content calendar and follow up with leads consistently.</li><li>Language: [Fluent English / Mandarin - Optional based on your needs].</li></ul>Why Join Us?<ul><li>Creative Freedom: You get to help build a brand from the ground up.</li><li>Professional Support: No need to spend hours editing&mdash;our pro editors handle the heavy lifting.</li><li>High Earning Potential: Base pay PLUS commissions for every customer you bring into the store and every sale you close.</li></ul>How to ApplyPlease submit your resume and a link to a social media account you have managed or a short video sample you have filmed. Applications without a portfolio or video sample will be deprioritized.A Quick Tip for Selecting Candidates:On Indeed, you will get many &quot;General Sales&quot; applicants. To find the right one:<ul><li>Check their &quot;Hook&quot; knowledge: Ask them, &quot;What are the first 3 seconds of our next video should be to stop a local customer from scrolling?&quot;</li><li>Focus on &quot;Lead Conversion&quot;: Ask them for an example of how they turned a social media comment into a real-life sale in the past.</li><li>The &quot;Director&quot; Test: During the interview, hand them your phone and say, &quot;Film me for 30 seconds introducing this product.&quot; If they just stand still and don't give you directions (e.g., &quot;Move left,&quot; &quot;Smile more,&quot; &quot;Let's get a close-up&quot;), they aren't the right fit for a content-driven role.</li></ul>Pay: $13.00 - $18.00 per hourExpected hours: 40.0 per weekWork Location: In person

Sales & Social Media Coordinator (Growth Focused)

AiLife Diagnostics

COMPANY DESCRIPTION:AiLife Diagnostics performs clinical testing and interpretation service for human genetic disorders. The company is headquartered in Houston.POSITION TITLE: Clinical Laboratory DirectorJOB SUMMARY:<ul><li>Review and sign out clinical laboratory report</li><li>Monitor day-to-day operations of the data analysis and quality assurance process</li><li>Develop, implement, maintain, and improve SOPs for laboratory standard procedures</li><li>Partner with quality management team on QC and QA programs and ensure compliance with CLIA, CAP, and state guidelines</li><li>Design and implement validation studies</li><li>Collaborate with IT team to design, optimize, and automate the data interpretation system</li></ul>JOB QUALIFICATIONS:<ul><li>Ph.D. or M.D. degree</li><li>ABMGG certified or eligible in clinical molecular genetics or Laboratory Genetics and Genomics (LGG)</li><li>Experience in CLIA/CAP laboratory operations</li><li>Excellent verbal and written communication skills</li></ul>Job Type: Full-timeBenefits:<ul><li>401(k)</li><li>401(k) matching</li><li>Dental insurance</li><li>Health insurance</li><li>Paid time off</li><li>Retirement plan</li><li>Vision insurance</li></ul>Work Location: In person

Clinical Laboratory Director

Harris Health

<div><div><div>Community Health Choice, Inc. (Community) is a non-profit managed care organization (MCO), licensed by the Texas Department of Insurance. Through its network of more than 10,000 providers and 94 hospitals, Community serves over 400,000 Members with the following programs:<ul><li>Medicaid State of Texas Access Reform (STAR) program for low-income children and pregnant women</li><li>Children&rsquo;s Health Insurance Program (CHIP) for the children of low-income parents, which includes CHIP Perinatal benefits for unborn children of pregnant women who do not qualify for Medicaid STAR</li><li>Health Insurance Marketplace Plans that offer individual health coverage that includes preventive care, emergency services, prescription drugs, and hospitalization available to all, regardless of pre-existing conditions.</li><li>Community Health Choice (HMO D-SNP), a Medicare Advantage Dual Special Needs plan for people with both Medicare and Medicaid that combines Medicare Part A and Part B benefits, Medicare Part D prescription drug coverage, and Medicaid benefits with additional health benefits like dental, vision, transportation, and more.</li></ul>
Improving Members' experiences is at the heart of every Community position. We strive every day to make sure that our Members have access to the high-quality health care they need and deserve.
Community is accredited by URAC for its health plan operations. We offer care management programs for asthma, diabetes, and high-risk pregnancy. An affiliate of the Harris Health System (Harris Health), Community is financially self-sufficient and receives no financial support from Harris Health or from Harris County taxpayers.</div><div>
JOB SUMMARY 
The Strategic HR Business Partner (HRBP) at Community Health Choice plays a critical role in shaping and executing talent strategies that enhance the employee experience, support business objectives, and drive organizational success. As a trusted advisor, the HRBP proactively identifies workforce trends and partners with leaders to develop and implement people strategies aligned with Community's mission and values. 
 
The HRBP ensures data integrity by working closely with the HRIS team to validate and analyze workforce metrics, providing actionable insights that support business decision-making. Additionally, the HRBP develops and delivers presentations to executive leadership, ensuring that data-driven insights effectively guide workforce and business strategies. 
 
Maintaining a strong understanding of Community's business operations, financial position, and industry trends, the Strategic HRBP provides HR solutions that foster employee engagement, leadership effectiveness, and organizational health. 
 
JOB SPECIFICATIONS AND CORE COMPETENCIES 
Strategic HR Consulting &amp; Business Partnership: 
Act as a trusted advisor to business leaders, providing expert HR guidance to align workforce strategies with Community's business priorities. 
Lead the rollout of key people initiatives, including leadership effectiveness programs, organizational planning, and workforce optimization efforts. 
Utilize deep knowledge of HR best practices and business acumen to influence and drive leadership decisions that enhance operational and employee performance. 
 
Organizational Effectiveness, Change Management &amp; Data-Driven Decision Support: 
Partner with leaders to drive organizational health by optimizing workforce structures, role designs, and transformation initiatives. 
Advise on change management strategies to foster adaptability and resilience in evolving business environments. 
Analyze HR and workforce data to identify trends, risks, and opportunities. Work closely with HRIS to ensure data integrity and develop actionable insights for leadership. 
Present workforce analytics on retention, performance, and engagement to support evidence-based decision-making. 
 
Workplace Culture, Employee Experience &amp; Strategic Engagement: 
Champion a culture of respect, accountability, and belonging by driving initiatives that reinforce Community's values. 
 Partner with leadership to enhance employee experience through engagement strategies, workplace representation, and equitable workforce practices. 
Design and implement programs that promote collaboration, recognition, and a positive work environment. 
 
Talent Strategy, Leadership Development &amp; Employee Performance: 
Partner with leadership to assess and strengthen talent pipelines, ensuring workforce readiness and succession planning. 
Collaborate with HR Centers of Excellence (COEs) to execute talent acquisition, total rewards, and professional development initiatives. 
Collaborate with Learning and Experience to Guide leaders in performance management strategies, coaching, and career development to foster high-performance teams. 
Partner with Learning and Experience providing consultative guidance on engagement surveys and focus groups. Assist with analyzing feedback and develop action plans to enhance employee experience and organizational effectiveness. 
 
Other Duties as Assigned: 
Contribute to departmental goals, process improvements, and special HR initiatives. 
Participate in cross-functional projects to enhance HR service delivery. 
 
QUALIFICATIONS: 
Education/Specialized Training/Licensure: Bachelor's degree in human resources, Business or Behavioral Science or related field required. 
 
Master's degree in human resources, Business, or Organizational Development or related field preferred. 
 
Certification: SHRMP-CP or SCP or HRCI-PHR or SPHR preferred. 
 
Five (5) years of progressively responsible in HR Consultative role with at least (4) years HR Business Partner experience or equivalent consultative HR role required. 
 
Equivalent consultative HR roles include HR Generalist, HR Consultant, Employee Relations Specialist, or People Partner roles that involve advising leaders and supporting employee relations or workforce matters; Administrative HR roles, payroll-only, benefits-only, or recruitment-only roles are not considered equivalent required. 
 
High proficiency with HR Information systems and Microsoft Office (Word, Excel, PowerPoint, Outlook) and HRIS software required. 
 
Advanced MS Office Skills (Word, Excel, PowerPoint, Outlook) preferred. 
 
Job Family/Job Title Competencies 
Leadership 
Analytical Thinking 
Coaching 
Presentation 
 
List any additional competencies not indicated above: 
Business and Financial Acumen - Demonstrates strong business acumen by understanding organizational practices and processes, communicating confidently across all areas of the business, making recommendations aligned with organizational goals, making decisions that strengthen people capabilities, and clearly using financial concepts and metrics when presenting recommendations or new initiatives. 
 
Needs Analysis - Continuously monitors HR best practices and aligns recommendations to organizational strategy, evaluates and prioritizes stakeholder needs, conducts internal and external scans to identify short and medium-term barriers and opportunities, identifies gaps between current HR initiatives and business needs, and recommends timely initiatives that address emerging or immediate organizational and stakeholder priorities. 
 
Data Literacy - Effectively uses relevant data to inform decisions and recommendations, interprets metrics and visualizations to identify patterns and insights, follows established processes to maintain data quality within HR systems, and applies clear storytelling to communicate analysis results and influence business decisions. 
 
Relationship Building - Builds strong relationships across divisions by proactively connecting with peers, clients, employees, and leaders, acts as a network broker who facilitates meaningful connections, influences and builds support through impact, values good ideas from any source, identifies opportunities to increase efficiencies for internal and external stakeholders, and fosters an environment where others feel empowered to step into leadership when appropriate. 
 
Problem Solving - Demonstrates strong decision-making capability by using a broad range of information sources, investing time in planning and analysis, leveraging hard data and abstract insights to guide choices, coaching others in effective decision practices, delegating authority appropriately, anticipating outcomes and risks when determining next steps, and establishing meaningful metrics to support sound decisions for self and teams. 
 
INTERPERSONAL SKILLS 
Emotional Intelligence (EQ) - Understanding and managing emotions, demonstrating empathy, and responding effectively to different personalities and workplace challenges. 
Communication Skills - Ability to convey complex HR concepts clearly, both verbally and in writing, while adapting communication styles to different audiences (executives, managers, employees). 
Active Listening - Engaging with employees and leaders to fully understand concerns, needs, and perspectives before offering solutions. 
Influencing &amp; Persuasion - Building trust and credibility with business leaders to drive HR initiatives and advocate for workforce strategies. 
Conflict Resolution - Navigating and resolving workplace disputes, coaching leaders on difficult conversations, and maintaining a fair and objective stance. 
Relationship Building -</div></div></div>

Strategic HR Business Partner

Imperative Chemical Partners

<div>SUMMARY:
<div>
The Office Administrator, People &amp; Culture supports a positive, organized, and engaging workplace experience for employees and visitors. This role serves as the front desk point of contact while coordinating office operations, facilities support, access management, and internal events. The position partners closely with the People &amp; Culture team to ensure the office environment reflects company values and supports employee connection, engagement, and day to day needs.</div> 
<div></div>

ESSENTIAL DUTIES AND RESPONSIBILITIES:
<ul><li>
Serve as the first point of contact for employees, visitors, and vendors by greeting guests, answering the main office phone line, and directing inquiries appropriately.</li><li>
Manage incoming and outgoing mail and packages, including HR and legal documents, ensuring timely and accurate handling.</li><li>
Order, stock, and maintain office and breakroom supplies, including coordination with First Choice for refreshments and Smart Care for water and ice servicing.</li><li>
Monitor and service office equipment such as printers, including toner replacement and coordination of maintenance or repair needs.</li><li>
Approve and manage conference room reservations and ensure meeting spaces are prepared and presentable.</li><li>
Take badge photos, create and distribute employee badges, and process replacements as needed.</li><li>
Coordinate badge activation and deactivation with ADT.</li><li>
Partner with CBRE to manage employee garage and building access, visitor access scheduling, and facility work orders.</li><li>
Support office safety and compliance by maintaining required HSE postings, signage, and visitor protocols.</li><li>
Partner with the People &amp; Culture team to support onboarding activities related to building access, badges, and parking.</li><li>
Assist with collecting and coordinating vehicle and access information for new hires.</li><li>
Serve as a People &amp; Culture ambassador by fostering a welcoming, inclusive, and professional office environment.</li><li>
Support planning and coordination of internal office events, employee gatherings, and culture initiatives.</li><li>
Assist with meeting and event logistics, including room setup, catering coordination, and refreshments.</li><li>
Provide administrative and logistical support for Internal meetings, including scheduling assistance, materials preparation, room setup, and hospitality support.</li><li>
Assist with logistics for internal volunteer activities, community events, or sponsorship related efforts as assigned.</li><li>
Maintain accurate records related to office operations, access, and events.</li><li>
Collaborate with internal teams to anticipate office and employee needs.</li><li>
Ability to lift, carry, and move up to 50 pounds as needed, including handling office supplies, meeting materials, and refreshments.</li></ul>

REQUIRED EDUCATION, QUALIFICATION, AND EXPERIENCE
<ul><li>
Two or more years of experience in an administrative, receptionist, office coordination, or support role.</li><li>
Proficiency in Microsoft Office applications including Outlook, Word, Excel, and Teams.</li><li>
Comfort using access control systems, office management platforms, and vendor portals.</li><li>
Ability to quickly learn systems related to facilities, access, and office operations.</li><li>
Strong verbal and written communication skills with a professional and approachable demeanor.</li><li>
Highly organized with strong attention to detail and the ability to manage multiple priorities.</li><li>
Customer service oriented with the ability to support employees, leadership, visitors, and vendors.</li><li>
Reliable, punctual, and trusted to handle sensitive and confidential information.</li><li>
Team oriented with a People &amp; Culture mindset focused on collaboration, service, and engagement.</li></ul> 


PRE-EMPLOYMENT REQUIREMENTS
<ul><li>
Must complete and pass all required pre-employment screenings.</li></ul>

Imperative Chemical Partners is an Equal Employment Opportunity employer. All applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, pregnancy, national or ethnic origin, veteran or disability status.

This description reflects management&rsquo;s assignment of essential functions, it does not exclude or restrict the tasks that may be assigned or re-assigned. This job description is subject to change at any time.</div>

Office Administrator

Primoris Services Corporation

<div><div><div>Primoris Energy Services, a subsidiary of Primoris Services Corporation, located in Pearland, TX is searching for an experienced HR Business Partner. In this full-time role, you will work side by side with leadership and employees to strengthen HR practices, support business operations, and ensure seamless alignment with corporate objectives. We&rsquo;re seeking a collaborative professional who excels at building relationships, providing hands-on guidance, and creating lasting impact. The successful candidate will have experience establishing and driving HR programs/talent initiatives forward. Primoris is ranked in the top 1% of the prestigious Top 600 Specialty Contractors List by Engineering News-Record (ENR). Join our team today!

Job Summary:

The HR Business Partner will join a transformational human resources (HR) team supporting the growth of our business and ensuring smooth and efficient business operations. This individual will be a trusted partner within our department and throughout the organization and be able to sharpen their skills, learn and grow as an HR professional. The HR Business Partner supports the operational and functional teams within the business unit; they work closely with management and employees providing hands-on and strategic input, insight, and advice on people-related issues: talent management, employee relations, coaching/development, compensation, conflict management, organizational development, and training. The HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward, while ensuring they align with the company's business objectives.

Duties and Responsibilities:
<ul>
<li>Build meaningful relationships with professional and craft personnel to improve the brand of the HR function (beyond tactical)</li>
<li>Partner with senior operations leaders to advise on best business practices and strategic direction</li>
<li>Advise, coach, and consult with senior operations leaders and field leadership on employee concerns and issues regarding policies, practices, terminations, discipline, compensation, and performance</li>
<li>Partner with field leadership to mitigate and decrease escalated employee relations concerns, as well as consult on best business practice</li>
<li>Identify areas where HR related processes could be improved or made more efficient for end-users</li>
<li>Perform effective and timely investigations into employee relations concerns in the offices and field</li>
<li>Develop and complete on-site/in-person training for managers on HR-related policies and legislation</li>
<li>Perform effective and concise exit interviews with all professional personnel departing the organization</li>
<li>Ensure compliance and advise on mandatory and non-mandatory training, drug screens, and background policies</li>
<li>Conduct training for all employees on new HR policies, as applicable</li>
<li>Interpret and clarify employment legislation questions and queries, and ensure compliance with such legislation</li>
<li>Act as a representative for escalated unemployment claims</li>
<li>Assist in the advisement and monitoring of leave management and ADA accommodation processes</li>
<li>Other duties as required by management</li>
</ul>
Travel Requirements:
<ul>
<li>This is an onsite position for 5 days a week; flexibility may be discussed at a later date dependent on role performance</li>
<li>In order to build meaningful relationships and support our field leaders, travel may be required on a monthly basis to our various project locations. Dependent on jobsite, this may be up to 5 business days (requiring overnight stays)</li>
</ul>
Required Skills/Qualifications:
<ul>
<li>Bachelor&rsquo;s degree preferred, with a focus in Human Resources, Business Administration or related field preferred or equivalent work experience</li>
<li>6 - 8 years of HR Generalist/Business Partner experience is required, with experience supporting industrial construction/oil and gas workforces considered a strong asset</li>
<li>Skilled in the use of MS Office (Word, Excel, Outlook, PowerPoint) and office 365</li>
<li>Experience with talent management programs (such as UltiPro, iCIMS, Workday, HireDesk, or Taleo)</li>
<li>Experience with HRIS programs such as UltiPro, ADP, and/or Workday</li>
<li>Demonstrated ability to provide beneficial recommendations to resolve HR-related issues related to employee relations issues, regulations, laws, and policies</li>
<li>Must be able to work under pressure, to multi-task, and to meet deadlines</li>
<li>Effective communication skills with individuals at all levels of the organization</li>
<li>A PHR or SHRM-CP designation (or working towards a designation) would be considered an asset</li>
</ul>
Benefits:
<ul>
<li>Competitive compensation paid weekly</li>
<li>Best-in-class; Medical, Dental, Vision, and LTD/STD</li>
<li>401(k) with company match, vested day-one</li>
<li>Employee Stock Purchase Plan [ESPP]</li>
<li>Tuition Reimbursement</li>
<li>Paid Time Off, Holiday Pay, and Community Service Paid Time Off</li>
<li>Pet Coverage &quot;For our Furry Friends&quot;</li>
<li>Legal Assistance Coverage</li>
<li>Award winning safety programs</li>
</ul>
Company Overview:

Primoris was formed in 2004 as the parent company and is traded on the NYSE under the symbol PRIM. We provide a wide range of construction, maintenance, and engineering services for power generation, oil and gas, chemical, pipeline, utilities and distribution, and civil infrastructure clients. Primoris is ranked in the top 1% of the prestigious Top 600 Specialty Contractors List by Engineering News-Record (ENR), having built projects throughout the U.S. and Canada. For additional information, please visit www.prim.com.

Primoris Energy Services is a major direct-hire contractor in the U.S. delivering self-performed turnkey industrial construction and EPC services. We offer these services to our clients within the refining, gas processing, chemical/petrochemical, hydrogen, power generation, mining, pulp and paper industries from the first groundbreaking activity all the way through commissioning and start-up of the project. Primoris forms a partnership with our customers and major stakeholders from early-stage engineering through construction completion and commercial operation, safely, on-time, and within budget.

Third-Party Agency Notice:

Primoris will not accept any unsolicited resumes from any third-party recruiting agencies either domestic or international. Primoris nor its subsidiaries will be responsible for any fees from the use of any unsolicited resumes either through our ATS or via electronic mail systems from any agency representative or agency consultant unless your firm is an approved vendor partner with a current executed agreement.</div></div><div> 
<div>
</div></div>Equal Opportunity Employer 
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</div>

HR Business Partner - Primoris Energy Services

ASK Consulting

<div>
 
 
 "All candidates must be directly contracted by ASK Consulting on their payroll and cannot be subcontracted. We are unable to provide sponsorship at this moment".
 
 
 
 
 
 
 
 Job Title: Employee Relations Investigator
 
 
 
 
 Location: Houston, TX 77047 (Onsite)
 
 
 
 
 Duration: 06 Months
 
 
 
 
 PR: $35 - $37.70/hr on W2
 
 
 
 
 
 
 
 Job Summary:
 
 
 <ul>
 <li>
 The Investigator, Employee Relations plays a critical role in cultivating a fair, inclusive, and high-trust workplace. Youll handle sensitive employee matters with care, consistency, and integrity conducting impartial, thorough investigations and partnering across teams to promote accountability and belonging.
 </li>
 <li>
 Responsible for conducting internal investigations on a broad range of issue types and allegations and supporting improvements in the program to include identifying trends, opportunities and action plans. This role is also responsible for making recommendations to ensuring compliance with expectations and in support of improvement of internal processes and procedures.
 </li>
 </ul>
 
 
 Minimum Requirements:
 
 
 <ul>
 <li>
 Bachelors Degree, minimum
 </li>
 <li>
 Prior investigation experience, preferably within a multinational company
 </li>
 <li>
 Strong communication skills to include verbal and report writing
 </li>
 <li>
 Strong knowledge of employment law, HR practices, and compliance frameworks.
 </li>
 <li>
 Exceptional analytical, documentation, and communication skills.
 </li>
 <li>
 Ability to build trusted relationships
 </li>
 <li>
 Demonstrated discretion, empathy, and resilience when handling confidential and sensitive issues.
 </li>
 <li>
 Demonstrated experience in conducting interview around sensitive matters
 </li>
 <li>
 Strong computer skills, especially Word, Excel and Powerpoint
 </li>
 </ul>
 
 
 Description:
 
 
 
 
 Investigations:
 
 
 <ul>
 <li>
 Lead and manage investigations across the different functions for the Houston site. These investigations include alleged violations of company policies, laws, ethical and general employee relations investigations.
 </li>
 <li>
 Draft thoughtful, well-structured documentation, including investigation reports, talking points, and corrective action guidance.
 </li>
 <li>
 Collaborate with cross-functional teams (Legal, E&amp;C, IT, Quality, EHS, local HR and outside counsel) to ensure comprehensive and objective investigations.
 </li>
 <li>
 Exercise sound, discerning judgment to balance employee fairness, legal compliance, and business priorities.
 </li>
 <li>
 Conduct detailed root cause analyses for substantiated allegations, and recommend corrective and preventive actions to mitigate recurrence.
 </li>
 <li>
 Document findings, decisions, and recommendations to appropriate system ensuring thorough and accurate records for internal reporting and recordkeeping.
 </li>
 <li>
 Support efforts to gather and analyze investigation data to identify trends, risks, and areas for improvement, in collaboration with members of HR team.
 </li>
 </ul>
 
 
 Supervisor:
 
 HR Director, Houston Site HR Head
 
 
 
 
 
 
 About ASK:
 
 ASK Consulting is an award-winning technology and professional services recruiting firm servicing Fortune 500 organizations nationally. With 5 nationwide offices, two global delivery centers, and employees in 42 states-ASK Consulting connects people with amazing opportunities
 
 
 
 ASK Consulting is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all associates.
 
 
</div>

Employee Relations Investigator

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