ABM (NYSE: ABM) is a leading provider of facility solutions with revenues of approximately $6.4 billion and over 130,000 employees in 300+ offices deployed throughout the United States and various international locations. ABM’s comprehensive capabilities include electrical & lighting, energy solutions, facilities engineering, HVAC & mechanical, janitorial, landscape & turf, mission critical solutions and parking, provided through stand-alone or integrated solutions. Founded in 1909, ABM provides custom facility solutions in urban, suburban and rural areas to properties of all sizes — from schools and commercial buildings to hospitals, data centers, manufacturing plants and airports.

Job Title

Site Human Resources Partner

Education

Bachelor's Degree

Career Level

Experienced (Non-Manager)

Category

Education

Job Type/ FLSA Status

Salaried Exempt

Travel Required

0 - 10%

Shift Type

N/A

Job Description

Site HR Partner is responsible for aligning business objectives with employees and front-line leaders and handles all HR related functions for assigned ABM account. This position serves as a consultant to front line leaders on human resource-related issues. The successful Site HR Partner acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Ability to implement innovative and practical solutions through a strong process and metrics focus. Advises account level management regarding policies and programs including recruitment and employment, personnel records, employee and/or labor relations, job evaluation, compensation management, benefits administration, training, AAP/EEO, and special projects. May contribute to the development of unit specific policies or programs.

• Consults with line management, providing HR guidance when appropriate.

• Building and maintaining an environment for our Team Members that results in a high customer focused and engaged workforce.

• Oversee compliance with CBA, including handling grievances and union relations

• Review onboarding and orientation for new leaders.

• Analyzes trends and metrics, seeking opportunities and strategies to improve trends in turnover, retention and key indicators of employee and customer engagement.

• Partner with leadership to understand current and future staffing needs.

• Partner with Talent Team to develop workforce plans that respond to current and future staffing needs.

• Partner with Learning & Development Team to ensure key programs are focused on front line managers and team members

• Ability to read and understand data to inform continuous improvement and inform decision making.

• Manages and resolves employee relations issues. Conducts effective, thorough and objective investigations.

• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal as needed/required.

• Provides day-to-day performance management guidance to front line leaders (e.g., coaching, counseling, career development, disciplinary actions).

• Works closely with front line leaders to improve work relationships, build morale, and increase productivity and retention.

• Provides HR policy guidance and interpretation.

• Provides guidance and input on business restructures, workforce planning and succession planning.

• Identifies training needs for business and individual coaching needs.

• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

• Partner with HR Centers of Excellence to deliver programs to meet organizational goals

• Review key business performance targets and their related talent implications with business leaders.

• Support customer retention and business development though direct involvement with key customer base.

• Identify and drive the sharing of best practices across functions to facilitate continuous improvement.

• Understand and mitigate corporate risk associated with relevant employment laws/policies

Minimum Requirements

• Bachelor’s Degree in Human Resources Management or related field; Master’s Degree preferred

• Minimum of 3 years of applicable experience in Human Resources, business operations or management

• Appropriate experience with a large hourly & distributed workforce is a strong plus

• Experience working with union and non-union employees preferred.

• Must be able to travel +5% of the time.