Senior HR Business Partner

Extraordinary teams building inspiring projects:

Since 1898, we have helped customers complete more than 25,000 projects in 160 countries on all seven continents that have created jobs, grown economies, improved the resiliency of the world's infrastructure, increased access to energy, resources, and vital services, and made the world a safer, cleaner place. 

Differentiated by the quality of our people and our relentless drive to deliver the most successful outcomes, we align our capabilities to our customers' objectives to create a lasting positive impact. We serve the Infrastructure; Nuclear, Security & Environmental; Energy; Mining & Metals, and the Manufacturing and Technology markets. Our services span from initial planning and investment, through start-up and operations. 

Core to Bechtel is our Vision, Values and Commitments. They are what we believe, what customers can expect, and how we deliver. Learn more about our extraordinary teams building inspiring projects in our Impact Report. 

Job Summary:

The Senior HR Business Partner is responsible for developing and overseeing strategic and operational HR services for their assigned business units in alignment with the enterprise business objectives and plans. This role translates the enterprise and organizational strategies into specific HR strategies and operational plans enabling business talent and workforce solutions through; proactive consultation with business leaders, Community of Expertise leaders (COE) and People Operations leaders by leveraging deep global HR expertise. #LI-KL1

This position is designated as part-time telework per our global telework policy and will require at least three days of in-person attendance per week at the assigned office or project. Weekly in-person schedules will be determined by the individual and their supervisor, in consultation with functional or project leadership.

Major Responsibilities:

• Collaborates with key business leaders on business strategy aligned to established priorities.
• Develops, promotes, and implements the organization's Human Resource strategies and initiatives for assigned function or service.
• Participates in HR meetings and serves as an advocate for the business in shaping HR services, solutions, policies and practices.
• Builds and maintains influential relationships by being a strategic partner with management and an employee advocate.
• Proactively identifies market, organization and workforce trends that impact business performance and provides insights and recommendations to the business on how to address.
• Develops talent and workforce plans that improve and support business performance.
• Identifies key talent gaps and formulates strategies to develop or acquire talent in alignment with business needs, goals and objectives.
• Drives the talent management and workforce planning agenda with business leaders ensures alignment of the business with global talent and workforce policies and programs, and communicates the rationale for current policies, programs and changes as they occur.
• Counsels leaders on talent and workforce matters and sensitive employee and manager relation issues.
• Coaches and develops key leaders on leadership, talent and workforce management practices.
• Works with business leaders to assess, create and implement innovative solutions for a variety of employee engagement objectives and initiatives.
• Models and instills the culture and organizational values within the business.
• Oversees the effectiveness and use of the HR operating model, programs and service delivery.
• Analyze and utilize business metrics and data on productivity, retention and employee experience and offer insights to business decisions on how to achieve talent objectives.
• Special projects, as assigned by Strategic HR Business Partner, Energy Leadership partner and / or HRLC member.

Education and Experience Requirements:

• Requires bachelor's or master's degree (or international equivalent) and 13-15 years of relevant experience or 17-19 years of relevant work experience.
• Experience supporting senior managers who have responsibility for establishing strategic objectives for large organizations.
• At least 5+ years of HR Generalist or HR leadership experience.
• 5+ years of experience in talent management including experience assessing management and executive talent and providing advice to management.
• 2+ years of experience in the development and administration of HR compensation planning, workforce planning and talent acquisition.
• 2+ years of experience handling sensitive employee and manager relations matters.
• Hands-on experience using Human Resource Information Systems.

Required Knowledge and Skills:

• Strong understanding of HR legal/ethic/compliance policies and ability to provide guidance.
• Global knowledge and experience of Human Resources Programs and theory across multiple disciplines (Workforce Planning, Succession Management, Talent Acquisition, Benefits, Compensation, Diversity and Inclusion, Employment, Immigration, learning, organization effectiveness and Talent Management).
• Prior experience in interpretation and implementation of HR policies.
• Ability to translate business requirements into workable talent and workforce solutions that can be used by leaders in the flow of work.
• Demonstrates ability to think strategically and manage a portfolio of talent and workforce solutions and services.
• Strong business knowledge, acumen and experience. Thinks, communicates and operates as a business leader first with expertise in talent and workforce strategies.
• Superior consulting skills and ability to influence change for positive business outcomes.
• Strong external/internal networking and collaboration skills and access to talent and workforce best practices.
• Proven leadership practices that have a positive impact, interpersonal and negotiation skills, demonstrated maturity, confidence and credibility.
• Strong communication, relationship management, analytical and critical thinking skills.
• Possesses curiosity and desire for innovation, improvement and change that enables sustainable performance.
• Ability to effectively manage and work within ambiguity, and prioritize business needs and resources, apply systems and design thinking to services and solutions with the business unit, and apply process improvement and change management methodologies.
• Ability to work with minimal direction, often with deadline pressures and influence without authority to achieve group and organizational goals.
• Ability to handle sensitive information and maintain discretion and confidentiality.
• Demonstrates understanding of the functional organization, matrix structure and organizational culture.
• Able to travel as needed.

Total Rewards/Benefits:

For decades, Bechtel has worked to inspire the next generation of employees and beyond! Because our teams face some of the world's toughest challenges, we offer robust benefits to ensure our people thrive.  Whether it is advancing careers, delivering programs to enhance our culture, or providing time to recharge, Bechtel has the benefits to build a legacy of sustainable growth. Learn more at Bechtel Total Rewards

Diverse teams build the extraordinary:

As a global company, Bechtel has long been home to a vibrant multitude of nationalities, cultures, ethnicities, and life experiences. This diversity has made us a more trusted partner, more effective problem solvers and innovators, and a more attractive destination for leading talent.

We are committed to being a company where every colleague feels that they belong-where colleagues feel part of "One Team," respected and rewarded for what they bring, supported in pursuing their goals, invested in our values and purpose, and treated equitably. Click here to learn more about the people who power our legacy.