As Braun Intertec continues to grow, we are excited to welcome a Senior Human Resources Business Partner (HRBP) who will serve as a trusted advisor and consultant to business leaders, aligning human resources strategies with organizational goals. This role is responsible for driving talent initiatives, enhancing organizational effectiveness, and fostering a culture of engagement and performance. The Senior HRBP collaborates closely with leadership to anticipate workforce needs, provide actionable insights, and deliver solutions that support business growth and employee success.
Essential Duties & Responsibilities:
Strategic Partnership
Act as a proactive advisor to business leaders, aligning HR practices with organizational objectives.
Collaborate with HR teams to ensure business strategies are supported by the appropriate HR programs, practices, and services.
Provide data-driven insights and recommendations on workforce planning, organizational design, and talent development.
Partner with leadership to identify and implement people strategies that drive business performance.
Work in partnership with leaders to identify talent risks and organizational implications of strategic plans.
Talent & Workforce Development
Identify critical skill gaps and collaborate with leaders to build targeted development and succession plans.
Coach managers to strengthen team performance and address talent challenges effectively.
Drive performance management processes that improve accountability and results.
Identify people risks and anticipate points of resistance
Partner with Learning & Development to implement leadership and skills training programs.
Employee Engagement & Culture
Champion initiatives that foster employee engagement, inclusion, and a positive work environment.
Develop and execute change management plans that ensure smooth transitions for key initiatives.
Serve as an advocate for employees while balancing business needs and strategic priorities.
HR Operations & Compliance
Ensure the consistent application of HR policies, procedures, and compliance requirements.
Partner with broader HR team in areas such as compensation, benefits, talent acquisition, and employee relations to deliver comprehensive solutions to the business.
Leverage HR analytics to inform decisions, measure program effectiveness, and recommend continuous improvements.
Required Skills/Competencies:
Demonstrated ability to influence and build strong relationships with leaders.
Strong knowledge of HR best practices, employment law, and organizational development principles.
Exceptional communication, problem-solving, and change management skills.
Experience with HR systems (Workday) and HR analytics preferred.
Minimum Qualifications:
Education: Bachelor’s degree in Human Resources, Business Administration, or related field (HR certification e.g., PHR, SPHR, SHRM-CP/SCP preferred).
Experience and/or Training: 7+ years of progressive HR experience, with at least 3 years in an HR business partner or strategic HR advisory role.
Compensation Range:
$88,000.00 - $131,000.00As an EEO/Affirmative Action Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, veteran or disability status.
Braun Intertec strives to ensure that its careers web site is accessible to all. If you need assistance completing your online application, please email [email protected].
As an Equal Opportunity Employer, Braun Intertec is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans. If you need a reasonable accommodation to assist with your job search or application for employment, please e-mail us at [email protected]. In your e-mail, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.
Skills Required
- Bachelor's degree in Human Resources, Business Administration, or related field
- HR certification e.g., PHR, SPHR, SHRM-CP/SCP
- 7+ years of progressive HR experience
- 3 years in an HR business partner or strategic HR advisory role
Braun Intertec Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Braun Intertec and has not been reviewed or approved by Braun Intertec.
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Equity Value & Accessibility — Employee ownership via an ESOP allows employees to share in company performance as a long‑term value component.
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Retirement Support — A 401(k) with company match and profit sharing provides structured support for long‑term financial security.
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Healthcare Strength — Medical, dental, and vision coverage are offered alongside wellness initiatives, forming a comprehensive healthcare package.
Braun Intertec Insights
What We Do
Braun Intertec is proud to be an employee-owned geotechnical engineering, environmental consulting, and testing firm which has grown to over 1,000 employee-owners. Our vision is to be both the consultant of choice and employer of choice. At Braun Intertec, our employees own the company through an Employee Stock Ownership Plan (ESOP). Our employee-owner culture is a driver of our success. Because our employee-owners have a financial interest in the company, they have a vested interest in delivering quality services to our clients. The ESOP model is supported by developing programs that compensate, communicate to and inspire others to “think and act like owners.” We work to build a community of employee-owners through team-building events and activities. Our workplace is full of engaged employee-owners who value and encourage a healthy workplace. At our firm, we promote employee health to encourage a productive lifestyle both at work and at home. Our wellness initiatives continue to have a positive impact on the lives and well-being of our people. We offer a variety of health management resources and tools focused on diet, nutrition, exercise, education, and disease-management. In addition, we continue to identify tools that address the health needs and priorities that are important to our employee-owners
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