Human Resources Business Partner

Kraus-Anderson offers an opportunity to make an immediate impact with an industry leader!

Core Purpose: Building enduring relationships and strong communities

Core Values:

• Integrity – Do the right thing…always be respectful, honest and fair

• Commitment – Take ownership, work hard, and keep promises

• Teamwork – Collaborate to foster trust and success for all

• Value People – Support each other in a safe, positive environment where people are recognized and appreciated for their contributions

Our Company

For more than a century, Kraus-Anderson has been transforming the American landscape.

Founded in 1897 and privately owned and managed by the Engelsma family for more than 70 years, KA is consistently ranked by Engineering News Record among the top 50 general contractors in the United States. Our base of operations in Minnesota is supplemented with regional offices, extending our capabilities coast to coast.

We take a highly collaborative approach to our work. We work closely with owners, architects and the entire planning team well before ground is broken; providing cost analyses, scheduling information, and value engineering services to ensure that our client can make informed decisions leading to a timely finish of the highest quality and the best value.

Summary

The Human Resources Business Partner (HRBP) serves as a trusted advisor and strategic partner to leaders and employees within the construction business, while operating as an integral member of the enterprise Human Resources organization.

This role is highly connected to the day-to-day business of KACC and is responsible for helping leaders effectively manage their people, navigate employee relations matters, build strong teams, and create a culture where employees can perform and thrive. The HRBP provides hands-on coaching and guidance across the employee lifecycle, including performance management, corrective action, investigations, onboarding, talent development, goal setting, and culture initiatives.

The HRBP will have a strong understanding of the construction environment, including the unique needs of project teams, field leadership, operations, and corporate functions. While aligned closely with KACC leadership, the HRBP will leverage and contribute to enterprise HR programs, practices, and resources to promote consistency, scalability, and a strong employee experience across the organization.

The successful candidate will be a credible, approachable, solutions-oriented HR professional who can build trusted relationships with leaders and employees while balancing the needs of the business with sound HR practices and enterprise consistency.

Essential Duties and Responsibilities:

Business Partnership & Leader Coaching

• Serve as the primary HR partner and trusted advisor to assigned construction leaders, providing timely, practical guidance on people-related matters.

• Develop strong relationships with leaders across project operations, field leadership, and corporate functions to understand business priorities, workforce needs, and organizational challenges.

• Coach leaders on effective people leadership, communication, employee engagement, performance expectations, accountability, and team effectiveness.

• Help leaders address employee issues proactively and appropriately, building their capability to independently manage people-related matters over time.

• Provide HR perspective and counsel during organizational changes, staffing decisions, workforce planning, and other business initiatives.

• Partner with leaders to identify trends and emerging workforce issues and recommend appropriate solutions.

Employee Relations & Investigations

• Serve as a primary resource for employee relations matters, including workplace concerns, interpersonal conflict, performance issues, policy questions, attendance, conduct, and other employee-related matters.

• Conduct or coordinate workplace investigations in a fair, thorough, timely, and confidential manner.

• Partner with leaders and enterprise HR resources to determine appropriate responses and ensure consistency with company policies and practices.

• Document employee relations matters appropriately and maintain confidentiality.

• Identify recurring employee relations themes and partner with business and HR leadership to address systemic issues and improve the employee experience.

• Provide guidance to leaders regarding performance management, corrective action, and employment decisions.

Performance Management & GOALS

• Partner with KACC leaders throughout the performance management process, helping establish clear expectations, provide meaningful feedback, and address performance concerns.

• Support leaders in effectively utilizing the company's #GOALS cascading goal-setting process to connect enterprise and business priorities to individual and team goals.

• Coach leaders on setting meaningful goals, conducting ongoing performance conversations, and holding employees accountable for results.

• Help ensure performance management practices are consistent, effective, and aligned with company expectations.

• Partner with enterprise Talent and HR teams to support annual performance management and talent processes.

Onboarding & Employee Experience

• Partner with leaders and Talent Acquisition to ensure effective and engaging onboarding experience for new employees.

• Support leaders in creating clear expectations, establishing early connections, and integrating new employees into their teams and the broader organization.

• Identify opportunities to improve the employee experience throughout the employee lifecycle.

• Help ensure HR policies, programs, and resources are effectively communicated and understood by leaders and employees.

Culture & Engagement

• Partner with KACC leaders and enterprise HR to strengthen culture, engagement, trust, accountability, and connection across the organization.

• Support implementation of enterprise culture and employee engagement initiatives within the construction business.

• Translate enterprise HR initiatives into practical approaches that resonate with construction leaders and employees.

• Identify opportunities to improve communication, collaboration, recognition, and employee experience within KACC.

• Help leaders understand employee feedback and translate insights into meaningful action.

Talent & Workforce Support

• Partner with leaders and enterprise Talent teams on talent planning, succession planning, career development, and retention of key employees.

• Support workforce planning and organizational effectiveness efforts within KACC.

• Identify talent risks and opportunities and bring appropriate enterprise HR resources to the business.

• Support internal mobility and development of employees across the organization.

• Partner with leaders on organizational changes, role clarity, team structures, and other workforce initiatives.

Enterprise HR Partnership / Shared Services Alignment

• Operate as an embedded HR partner to KACC while maintaining strong alignment with the broader enterprise HR organization.

• Leverage enterprise HR Centers of Expertise and shared services, including Talent Acquisition, Talent Development, Total Rewards, HR Operations, HRIS, and other specialized resources.

• Ensure KACC leaders receive consistent, high-quality HR support while allowing enterprise HR teams to provide specialized expertise and scalable solutions.

• Bring business needs, employee feedback, and emerging issues from KACC back to the enterprise HR organization to inform program design and continuous improvement.

• Collaborate across HR to implement enterprise programs and ensure they are effectively adopted within KACC.

• Contribute to the development and continuous improvement of enterprise HR processes, policies, tools, and programs.

• Help establish clear roles, decision rights, and service expectations between the HRBP, KACC leaders, and enterprise HR resources.

• Perform other duties as assigned by KACC and HR team leadership.

Required Knowledge, Skills and Abilities:

• Bachelor's degree in Human Resources, Business, Organizational Development, or related field required.

• 5+ years of progressive HR Business Partner and employee relations experience.

• Demonstrated experience coaching leaders through complex employee relations, performance management, and workplace issues.

• Experience conducting or supporting workplace investigations.

• Strong understanding of employment practices, performance management, and employee relations principles.

• Demonstrated ability to build credibility and trust with leaders and employees at all levels.

• Strong business acumen and ability to understand and translate business priorities into people strategies and actions.

• Excellent communication, influencing, coaching, collaborating, and conflict-resolution skills.

• Ability to balance employee advocacy with business needs and organizational policies.

• Strong judgment, discretion, and ability to handle confidential and sensitive matters.

• Ability to operate effectively in both an embedded business-partner model and an enterprise/shared-services environment.

• Demonstrated ability to manage multiple priorities and respond effectively in a fast-paced, operational environment.

• Demonstrated computer proficiency, including Microsoft Outlook, Word, Excel, PPT, and general electronic file management.

• Strong attention to detail and the ability to collect, review, organize, and maintain accurate data and documentation.

• Strong organizational and time-management skills, with the ability to support multiple assignments and changing project priorities.

• Ability to work independently on routine assignments after receiving appropriate training while recognizing when guidance or technical review is required.

• Ability to work in both office and active construction-site environments.

Preferred Knowledge, Skills and Abilities:

• Experience supporting a construction, engineering, manufacturing, field-based, or similarly operational environment strongly preferred.

• Advanced degree (Master’s) or HR certification preferred.

Other:

• Valid driver’s license, ability to maintain a satisfactory Motor Vehicle Record, and compliance with KA’s Motor Vehicle Policy.

• Ability to travel regularly to construction jobsites and KACC office locations.

• The role requires being in a KACC office or job site at least 4 days a week.

Physical Demands:

The physical demands described are representative of those that must be met by any employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Essential functions include items such as ability to:

• Clearly communicate information (both written and verbal) to colleagues and key stakeholders

• Stand and/or sit in a stationary position for extended periods of time; 50%+ Use a computer/laptop/iPad in open office environment with natural and/or florescent lighting

• Navigate between office building floors, and on occasion, attend off-site meetings

• Lift up to 25 lbs. unassisted

Salary Rang e: $90,000 to $115,000 annually, plus discretionary incentive program.

While the range listed represents the anticipated hiring range for this position, offers at the upper end of the range are uncommon. Pay is based on many factors including but not limited to education, skill, experience, training, certifications, and other business needs.

Why KA?

We offer a challenging, rewarding, and supportive environment where employees are positioned to make a positive impact on our business, our communities, and their own future.

We believe in building leaders. KA offers a wide range of enrichment and professional growth opportunities through KA University and community service opportunities through our KA Has Heart Volunteer Program.

KA offers full time employees (30+ hours) a significant Total Rewards package including:

• Medical insurance Plan Options

• Health Savings Accounts (HSA)

• Flex Spending Accounts (FSA)

• Wellness Program

• Fitness Center (Minneapolis)

• KA University Training and Development

• 401(k) Plan

• Company sponsored Short Term and Long Term Disability

• Company sponsored Life/Accidental Death and Dismemberment Insurance

• Time Off including vacation, sick and holiday pay

• Workplace Flexibility

• Paid Parental Leave

• Paid Military Leave for Active Reserve Duty

• Part time/Transition Options

• Free Parking

Along with our employer sponsored plans, we also offer an array of Voluntary Benefits and other perks.

Make A Positive Impact