Place of Business:
DuraServ

Duties & Responsibilities:

DuraServ has been awarded 10 years in a row by Dallas Business Journal as one of the Top 50 Fastest Growing Businesses of Dallas. We are proud of our positive reputation and legacy. To help us keep pace with our rapid growth, we are seeking a professional Human Resources Business Partner that will be our brand champion in engaging and retaining top talent.

OUR VALUE PROPOSITION. At DuraServ, we foster a culture of trust by demonstrating genuine care and building authentic relationships. With a competitive spirit driven by grit and initiative, we do what it takes to win while putting people first. We are real people that thrive on teamwork, professional growth, and ingenuity. Our reputation is to reward great performance that drives our strategic vision to be first and best.

If you are searching for a new career opportunity that provides you with a chance for professional growth and diverse business experiences, come walk through the open doors at DuraServ and be part of the winning team that leads our industry.

Job Summary:

The Human Resources Business Partner (HRBP) is essential to our success by executing our human capital practices that contribute to a positive and thriving workplace culture, especially for our teams located in our field division offices. Human Capital practices include culture enhancement, corporate social responsibility, total rewards, talent management, change management, employment practices and relations. This position is responsible for ensuring the company HR programs and practices are consistently administered in compliance with internal standards of operations. Also, this role is a business partner with line management on cultivating a positive workplace experience.

Essential Functions:

1. Partners with management teams to educate, coach, and execute DuraServ's human resources and talent strategy particularly as it relates to current and future talent needs, retention, and succession planning.

2. Partners with Total Rewards and Talent Management teams to identify solutions for workforce challenges. Leads the education and implementation of existing, new and/or transformed human capital practices with Management and team members.

3. Understands and utilizes HR Analytic dashboards and reports for Management that provide predictive insights and key performance indicators related to human capital management. Skillfully identify trends, areas of concern, and recommend actionable solutions. Is comfortable with using technology and supporting HR digital solutions.

4. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Is aware of human capital trends, best practices, and regulatory changes in employment law.

5. Serves as a liaison with various stakeholders to provide HR expertise and support in resolving workplace issues; recommending solutions and processes to address growth pains in the business; and advising Management of paths of success to engage their teams.

6. Nurture and curate an authentic and positive workplace experience and culture for team members that ensures engagement, well-being, and transparency. Champions diversity of thought and talent that creates a sense of belonging which results in team members performing at their best.

7. Lead and/or participate in Special Projects and assignments.

8. Take the lead in managing the workforce integration action plan related to Mergers and Acquisitions events for assigned divisions.

9. Perform other related duties, as assigned.

Supervisory Duties:

This role has no supervisory duties.

Knowledge, Skills, and Abilities

· (K) Discipline of Human Resources: Knowledge of principles and procedures for talent management, total rewards, corporate social responsibility, culture, inclusion and diversity, employment practices, labor law and HR technology platforms.

· (K) Culture Practices: Knowledge of practices that ensure the workplace experience drives positive retention of talent, a sense of well-being and belonging, and community.

· (K) Compliance: Knowledge of employment laws and regulations.

· (S) Critical Thinking: Uses logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.

· (A) Deductive Reasoning: Has the ability to apply general rules to specific problems to produce answers that make sense.

· (A) Resilience and Emotional Intelligence: Can remain unbiased and resilient in challenging situations and times while providing common-sense coaching and advice to others.

Work Environment and Physical Demands

· In an office environment. This is not a remote role.

· Prolonged periods sitting and/or at a variable desk and working on a computer.

· Must be able to lift up to five pounds infrequently.

Travel

· There may be upwards of 15% travel with the role related to Mergers and Acquisitions events or for other strategic needs in large markets.

Education and Experience:

· Bachelor's degree or equivalent in business, human resources, or related field and five or more years of progressively responsible experience in the HR discipline. HR experience is a must-have skill.

· Experience in HCM technology platforms. ADP Workforce Now experience is preferred,

· Certified credentials from SHRM are a plus.

EEO Statement:

DuraServ is an equal opportunity employer. We prohibit discrimination and afford equal employment opportunities to team members and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Our EEO policy applies to all aspects of the relationship between DuraServ and its team members, including recruitment, employment, promotion, transfer, training, working conditions, compensation, benefits, and application of policies.

Disclaimer:

This job description may not cover or contain a comprehensive listing of activities, duties, or responsibilities required of the job role. The scope of the job responsibilities may change, or new ones may be assigned at any time with or without notice.