Human Resources Partner

The primary responsibilities of a Human Resources Partner at Kimley-Horn include developing and executing retention strategies, providing comprehensive employee relations support, conducting new hire orientations, managing leave of absences, and developing training programs that reflect the company’s commitment to employee growth. You'll engage with employees at all levels to resolve conflicts and facilitate effective performance management.

To apply for the Human Resources Partner role at Kimley-Horn, candidates should have at least 6 years of related HR experience, preferably with a focus on employee relations. A Bachelor’s or Master’s degree in Human Resources or a related field is required, along with strong knowledge of state and federal labor laws. Relevant certifications such as PHR/SPHR or SHRM-CP/SCP are preferred.

Kimley-Horn is deeply committed to professional development for its Human Resources Partners. The company offers tuition reimbursement, extensive internal training programs, and opportunities for leadership roles that facilitate growth. This dedication to employee development is one of the reasons Kimley-Horn is recognized as an exceptional workplace.

The Human Resources Partner position at Kimley-Horn requires approximately 20% day travel to support the needs of the region, as well as occasional overnight travel. This aspect of the job is vital for building relationships and staying connected with different teams across the company.

A Human Resources Partner at Kimley-Horn can expect an exceptional benefits package, including a 2-to-1 company match on retirement contributions, low-cost health insurance options, generous paid time off, and resources for family building. These benefits underscore Kimley-Horn's dedication to employee well-being and retention.

Effective conflict resolution begins with active listening and understanding both sides of the issue. As a Human Resources Partner, I would facilitate a private discussion between the involved parties to explore their perspectives and collaboratively find a resolution that aligns with company values.

In my previous roles, I’ve developed and implemented performance management systems that include regular check-ins, tailored feedback, and annual reviews. This entails training managers on providing constructive feedback, ensuring employees understand their goals, and aligning their objectives with company performance metrics.

To promote employee engagement, I implement initiatives such as regular surveys to gauge satisfaction, organize team-building activities, and create channels for open communication. By actively seeking feedback and involving employees in decision-making, I help foster a sense of ownership and connection to the workplace.

Maintaining confidentiality is vital to building trust in human resources. I follow strict protocols for handling personal and sensitive information, educating employees about privacy standards, and ensuring that all discussions are conducted in private settings, allowing individuals to discuss issues without fear of disclosure.

Key factors for employee retention include a positive company culture, opportunities for career advancement, competitive compensation, and comprehensive benefits. It’s essential to regularly assess and respond to employee needs to create an environment where they feel valued and supported.

Yes, I created a training program focused on cross-functional collaboration that included workshops and role-playing exercises. The program improved communication between departments and resulted in a measurable increase in project efficiency and employee satisfaction scores.

I prioritize a welcoming onboarding experience by organizing an orientation that introduces new hires to the company culture, policies, and their specific roles. I ensure they have access to necessary resources and schedule follow-up meetings to assist them as they transition into their new environment.

My strategies for managing FMLA and other leave of absence requests involve clear communication with employees regarding their options and requirements. I work closely with management to ensure proper staffing during absences and facilitate the process of returning employees back to work smoothly.

During performance reviews, I encourage a two-way dialogue where employees can share their perspectives on their goals and development. My approach includes detailed evaluations based on measurable outcomes and personal feedback, while also allowing employees to express their aspirations for growth within the company.

I am truly inspired by Kimley-Horn's dedication to a people-first culture. The company’s long-standing commitment to employee support and development aligns seamlessly with my own values and aspirations as an HR professional. I see this as a perfect opportunity to contribute to an environment where employees prosper.