HR Business Partner

About Martin/Martin, Inc.

Martin/Martin, Inc. is a civil, structural, and investigative consulting engineering firm, headquartered in the Denver area, built on experience and industry leadership cultivated since the 1940s. Our engineered solutions are developed through a culture of integrity, service, creativity, and quality for the benefit of our clients and the community. With ten office locations and a staff of 400+, Martin/Martin engineers have project experience in all 50 states and on all seven continents (including Antarctica).

The Team

The corporate team at Martin/Martin, Inc. supports the following engineering teams:

• Civil engineering teams focus on site and infrastructure design, including leading projects such as the 16th Street Mall redesign in Denver.
• Structural engineering teams provide custom solutions for new constructions and expansions, with a strong record in notable projects like Coors Field, the Alice L. Walton School of Medicine, and Harborcenter.
• Investigative engineers are pivotal in supporting ongoing projects by planning and implementing repairs, renovations, and improvements for buildings and sites.

Responsibilities

• Support managers and employees with workplace concerns, performance expectations, coaching, corrective action, conflict resolution, and consistent application of company policies.
• Assist with timely and objective employee relations investigations, documentation, and recommended actions in partnership with HR leadership.
• Support compliance with employment laws and benefit plan requirements, including updating policies, job descriptions, records, communications, and HRIS data.
• Develop and conduct employee and manager training on employment law, HR policies, compliance, benefits, performance management, and workplace practices.
• Support onboarding, employee engagement, and professional development programs.
• Stay current on employment law, benefits and compensation practices, industry trends, and HR technology.
• Serve as a key backup to the HR lead in administering health and welfare, leave, and related benefit programs, including enrollments, qualifying life events, employee status changes, benefit terminations, communications, and issue resolution.
• Support annual open enrollment and vendor relationships, including plan review, system configuration, employee education, eligibility audits, and required reporting.
• Serve as a key backup for compensation programs.

Requirements

• BA in human resources, psychology, business, or a similar field, or equivalent experience/certification.
• 5 or more years of HR Business Partner experience, including substantial hands-on responsibility for benefits, compensation, and employee relations.
• Demonstrated experience administering health and welfare, retirement, and leave benefits, including enrollment, open enrollment, employee questions, and vendor issue resolution.
• Experience advising managers on performance and corrective action and conducting objective workplace investigations.
• Experience developing and conducting employee and manager training.
• Working knowledge of applicable employment and benefit laws and regulations, including ERISA, COBRA, HIPAA, ACA, FMLA, and state and local pay equity and transparency requirements.
• Demonstrated ability to handle confidential and sensitive information with integrity.
• Ability to develop strong, trusting relationships and communicate effectively with employees and leaders at all levels.
• Strong analytical, organizational, coaching, verbal, and written communication skills.
• Ability to manage competing priorities and maintain composure during difficult or confrontational situations.
• Proficiency with Microsoft Office and HRIS systems; ability to learn and use new technologies.
• Ability to supervise others and provide effective leadership when required.
• Must be eligible to work for any employer in the United States, without the need for visa sponsorship now or in the future.
• Ability to work in the Denver metro area. Relocation reimbursement may be provided, depending on the role and job function.

Desired Qualifications

• Experience supporting a multi-state workforce.
• Experience developing and delivering employment law training to managers and employees.
• Experience working in engineering, professional services, or another organization with technically focused employees.
• Proficiency with Paylocity or a similar HRIS.
• Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CEBS, or CCP.

Working Conditions

This position is primarily administrative in nature, working mostly inside the office completing a wide range of activities. The following abilities are required:

• Completing repetitive movement on tasks such as using a mouse or keyboard.
• Read, communicate, and document in English.
• Ability to identify color.
• Determine and exchange accurate information.
• Occasionally move about outside of the office.
• Occasionally move or hold objects weighing up to 25 pounds.

Pay

The wage range for this role considers a wide range of factors including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. For individuals hired in Colorado, a reasonable estimate of the current range for this role is $95,000 to $115,000 annually.

This role is eligible to participate in Martin/Martin’s annual base salary increase review process and a discretionary annual bonus program. Base salary review and increases, in addition to annual bonuses, are dependent on various factors, including a hired individual’s job-level and annual company performance.

Benefits

• Medical/Dental/Vision, including plans with 100% (employee-only) coverage.
• Minimum 3 weeks Paid Time Off (PTO) and 9 observed company holidays annually.
• Hybrid Work Schedule.
• Annual Wellness Subsidy.
• Sabbatical.
• 401(k) Plan with company match.
• Annual Profit Sharing (when appropriate).
• Extensive Employee Events (outings, picnics, golf, and ski days).
• Committee and Community Involvement.
• Professional Development, including ongoing internal continuing education, training, and mentorship, reimbursement for PE/SE licenses, and encouraged active participation in professional organizations.