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Rosendin Electric
Office OR Hillsboro and Trimet District
Source: Rosendin Electric careers · View original posting
From Rosendin Electric's posting. “We” and “our” refer to the employer.
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!
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.
Compensation
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.
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.
Compensation
$100,400.00-$131,800.00 Annual
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