Vice President, Head of HR Business Partners

Role Summary

The Vice President, Head of HR Business Partners is a senior HR leader responsible for defining and advancing the strategy, structure, and impact of the HRBP function across Suffolk. This role leads a national team of HRBPs supporting both corporate and field operations, ensuring consistent, high-impact partnership that aligns people strategies with business objectives.

Responsibilities

• Define and evolve a scalable HRBP service delivery model aligned with business growth and organizational complexity
• Establish clear roles, expectations, and engagement norms across HRBPs, COEs, and business leaders
• Standardize HR frameworks and ensure consistency of delivery across regions and project sites
• Drive continuous improvement of HRBP processes, tools, and ways of working
• Serve as a strategic advisor to senior leaders on organizational design, workforce planning, talent strategy, and leadership effectiveness
• Influence business decisions through a balanced lens of performance, employee experience, and risk mitigation
• Provide thought leadership on organizational effectiveness, culture, and leadership capability
• Lead, coach, and develop a high-performing, geographically dispersed HRBP team
• Elevate team capabilities toward strategic advisory, analytics-driven insights, and proactive talent planning
• Embed coaching frameworks that enable HRBPs to effectively support business leaders
• Drive consistency in delivery of core HRBP services (performance management, talent reviews, employee relations)
• Partner with HR Centers of Excellence (COEs) to deliver integrated talent solutions, including succession planning and leadership development
• Guide workforce planning strategies that align talent supply with project and business demand
• Strengthen leadership capability and retention through proactive talent management practices
• Champion a high-performance, inclusive culture aligned with company values
• Enhance employee experience across both corporate and field populations
• Equip frontline and project leaders with tools and coaching to drive engagement and retention
• Implement mechanisms to capture and act on workforce feedback across regions
• Cross-Functional Integration
• Partner closely with HR COEs (Talent Acquisition, Total Rewards, Talent Strategy, HR Operations, etc.)
• Ensure seamless execution and adoption of enterprise HR initiatives
• Align messaging and delivery of people solutions across the organization
• HR Technology & Transformation
• Serve as a key HR leader in the transition to Oracle HCM
• Partner with HR Technology to drive adoption, data literacy, and manager self-service
• Lead change management efforts to support system implementation and workforce enablement
• Data, Insights & Continuous Improvement
• Leverage workforce data and analytics to inform strategy and drive outcomes
• Monitor key people metrics (engagement, turnover, performance) and implement targeted action plans
• Use insights to influence decision-making and continuously improve HR impact

Qualifications

• 15+ years of progressive HR experience, with 4+ years explicitly leading HRBPs in a national or matrixed organization
• Proven experience leading HRBP teams in complex, multi-location or field-based environments
• Demonstrated success in organizational design, workforce planning, and talent strategy
• Strong business acumen and ability to influence senior executives
• Experience supporting organizational growth and scaling HR models
• Direct experience with Oracle HCM (implementation or transformation strongly preferred)
• Construction, engineering, or similar field-based industry experience preferred
• Ability to work from the Boston, MA headquarters 4 days per week, with a willingness to travel quarterly