Bilingual Human Resources Business Partner III

Bilingual Human Resources Business Partner III

Enterprise Electrical · Dallas, United States · Full-time · Posted 2026-10-13

Salary: USD 93,000–120,000

Workplace: on_site

Department: HR

Description

Enterprise Electrical is seeking an experienced Human Resources Business Partner III (HRBP III) to serve as a senior HR advisor to operational and functional leaders across the organization. This role partners closely with directors, vice presidents, and business leaders to align workforce strategies with organizational goals, support complex employee relations matters, and drive talent initiatives that strengthen leadership, retention, engagement, and organizational effectiveness.

The HRBP III plays a key role in workforce planning, organizational design, performance management, succession planning, and change management across multiple locations and business units. This position serves as a trusted advisor, mentors junior HR professionals, and collaborates with recruiting, compensation, benefits, payroll, safety, and learning teams to deliver consistent, scalable HR solutions that support Enterprise Electrical’s continued growth.

Key Responsibilities

Strategic HR Partnership

• Serve as a trusted advisor to directors, vice presidents, and operational leaders on workforce strategy, organizational design, talent planning, and leadership effectiveness.
• Partner with business leaders to develop workforce plans that align staffing, structure, and organizational capabilities with business objectives.
• Provide guidance on role clarity, succession planning, retention strategies, employee development, and organizational effectiveness.
• Assess workforce trends and business challenges to proactively recommend HR solutions and risk mitigation strategies.

Employee Relations & Risk Management

• Lead complex, sensitive, and cross-functional employee relations investigations and resolution efforts.
• Conduct thorough investigations involving workplace concerns, complaints, policy violations, and organizational conflicts.
• Partner with HR leadership, legal counsel, and business leaders when appropriate to ensure compliance and risk mitigation.
• Evaluate employment-related risks and guide leaders toward fair, documented, and sustainable outcomes.
• Ensure consistency in policy application, disciplinary actions, and employment practices across the organization.

Workforce Planning & Organizational Development

• Lead workforce planning efforts related to growth initiatives, restructuring, project transitions, leadership changes, and organizational development.
• Analyze workforce capacity, staffing needs, turnover trends, and talent risks to support business planning.
• Collaborate with leadership to improve employee retention, engagement, succession readiness, and leadership effectiveness.
• Support organizational change initiatives through workforce planning, communication strategies, and change management efforts.

Talent Management & Leadership Coaching

• Influence compensation, promotion, career development, and talent decisions in partnership with compensation and recruiting teams.
• Coach senior leaders and managers through performance management, employee development, conflict resolution, and difficult employment decisions.
• Develop manager capability through coaching, guidance, and leadership development support.
• Partner with Learning & Development teams to identify and address organizational training and development needs.

Data Analysis & Business Insights

• Analyze workforce metrics including turnover, absenteeism, engagement, retention, organizational health, and leadership effectiveness.
• Build and present workforce analysis reports, dashboards, and recommendations to leadership teams.
• Use workforce and business data to identify trends, anticipate risks, and drive informed decision-making.
• Recommend and measure HR initiatives based on business outcomes and organizational goals.

HR Process Improvement & Collaboration

• Collaborate with recruiting, compensation, benefits, payroll, safety, and learning teams to deliver integrated HR solutions.
• Resolve competing priorities and facilitate alignment across HR functions and operational stakeholders.
• Lead HR process improvement initiatives that enhance consistency, compliance, efficiency, and employee experience.
• Establish and maintain standards for HR documentation, investigations, case management, and policy application.
• Support scalable HR practices that can be implemented consistently across multiple locations.

Mentorship & Team Support

• Mentor HRBP I and HRBP II team members.
• Serve as an escalation resource for complex employee relations and workforce issues.
• Provide guidance on investigations, employee relations strategy, documentation, and HR best practices.
• Support the ongoing development of HR team capabilities and organizational effectiveness.
• Perform additional duties and responsibilities as assigned.

Required Qualifications

Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
• Equivalent combinations of education, certifications, and progressive HR experience may be considered.

Experience

• Minimum of four (4) years of progressive Human Resources experience with significant independent business partnership responsibilities.
• Experience supporting operational leaders and managing complex employee relations matters.
• Demonstrated experience advising senior leaders on workforce planning, organizational effectiveness, talent management, and organizational change.
• Experience coaching managers and leaders on performance management, employee development, and workplace issues.
• Experience utilizing workforce data and analytics to influence business decisions.
• Multi-site construction, skilled trades, manufacturing, industrial, field services, or comparable operational environments preferred.

Knowledge, Skills & Abilities

• Advanced knowledge of employee relations, workplace investigations, workforce planning, organizational effectiveness, and employment law considerations.
• Ability to assess complex HR situations and determine when specialist resources or legal counsel should be engaged.
• Strong leadership coaching, consulting, and influencing skills.
• Advanced interviewing, investigative, and conflict resolution capabilities.
• Excellent verbal, written, presentation, and executive communication skills.
• Ability to navigate ambiguity and balance competing business priorities.
• Strong analytical skills with the ability to develop workforce strategies based on business and workforce data.
• Ability to build credibility and influence leaders at all levels of the organization.
• Experience leading organizational change and workforce transformation initiatives.
• Strong organizational, problem-solving, and project management skills.
• High level of discretion, professionalism, and sound judgment when handling confidential information.
• Spanish language proficiency preferred.

Preferred Qualifications

• SHRM-SCP certification.
• SPHR (Senior Professional in Human Resources) certification.
• Experience supporting construction, electrical contracting, industrial, manufacturing, or field-service organizations.
• Experience supporting rapid organizational growth and workforce expansion.
• Experience implementing workforce planning and organizational development initiatives.
• Advanced HR analytics and workforce reporting experience.
• Bilingual English/Spanish proficiency preferred.

Leadership & Team Collaboration

• Serve as a senior HR advisor to operational and functional leadership teams.
• Partner with recruiting, compensation, benefits, payroll, safety, and learning leaders to provide coordinated workforce solutions.
• Mentor and support HRBP I and HRBP II team members.
• Lead cross-functional workforce planning, employee relations, and organizational development initiatives.
• Facilitate collaboration between business leaders and HR subject matter experts.
• Provide influence and guidance without direct supervisory authority.
• This position has no direct reports.

Work Environment

Work Environment

• Combination of office and field-based environments.
• Frequent interaction with field employees, supervisors, project managers, and operational leadership.
• Regular exposure to active construction environments during site visits.
• Site visits may involve varying weather conditions, noise, dust, and required PPE usage.
• Travel to regional offices and project locations may be required.

Physical Requirements

• Ability to travel regularly to field locations and company facilities.
• Ability to sit, stand, walk, and operate standard office equipment.
• Ability to safely navigate active construction sites.
• May occasionally lift and carry items weighing up to 25 pounds.
• Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions.

Schedule & Travel

• Full-time, exempt position.
• Standard schedule is generally Monday through Friday.
• Flexibility may be required based on business demands and operational needs.
• Occasional early morning, evening, and weekend work may be required.
• Approximately 5% to 10% travel may be required to support field operations, project sites, and regional locations.
• Position may require responsiveness to urgent employee relations or operational matters outside normal business hours.

Equipment & Technology

• Desktop and laptop computers.
• Human Resource Information Systems (HRIS), including BambooHR or similar platforms.
• Microsoft Office Suite (Excel, Word, PowerPoint, Outlook).
• Mobile devices and communication tools.
• Video conferencing platforms such as Microsoft Teams and Zoom.
• Standard office equipment.
• Personal protective equipment (PPE) required during jobsite visits.

Equal Employment Opportunity

Enterprise Electrical is an Equal Opportunity Employer committed to creating an inclusive workplace for all employees. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other protected status under applicable federal, state, or local law.

What We Value

At Enterprise Electrical, we are committed to:

• Safety First, Safety Always
• Committed to Excellence
• Plan It, Do It, Own It
• Learn It, Know It, Teach It
• One Team, One Goal
• Positive Attitude Required

Our Core Purpose: Building Relationships to Enrich Lives

Apply Today

If you are a strategic HR professional who excels at partnering with leaders, navigating complex employee relations matters, and influencing organizational success through people-focused solutions, we encourage you to apply for the Human Resources Business Partner III position at Enterprise Electrical. This role offers the opportunity to shape workforce strategy, mentor HR professionals, support operational leaders, and make a meaningful impact across a growing organization committed to excellence, safety, and employee development.

Apply

Apply at Enterprise Electrical

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