Regional HR Business Partner at Baltimore in Baltimore, Maryland

Job Description:

TranSystems has completed a strategic merger with Gannett Fleming to create a best-in-class organization (Gannett Fleming TranSystems) with approximately $1.3 billion in revenue and a highly skilled workforce of more than 5,000 employees.

Both companies are recognized as top 20 providers on the Engineering News-Record (“ENR”) rankings for transportation design services. We are committed to building strong relationships with our clients, partners, and communities, because we believe we can go farther together. The transaction not only enhances our transportation expertise and reach, but it expands offerings across the water, environmental, and power markets.  

 

Interested in joining our team? We’re looking for top talent to grow with our firm. This is a great time to join Gannett Fleming TranSystems!

 

Responsibilities

What you'll be challenged to do:

Gannett Fleming TranSystems is looking for a Regional HR Business Partner to support our Northeast Region. Provides comprehensive HR support in the areas of employee relations, talent acquisition and management, compensation, employment law/compliance, benefits, and learning and development. This role serves as a strategic business partner in executing the design, implementation, administration, and monitoring of best practices and programs within a specified region. Conducts business with the highest level of integrity and professionalism in handling sensitive and confidential information. Leads by example, positively communicating and demonstrating the company’s Core Values by developing trust and respect among peers and staff, building strong teams and partnerships, and driving results. Administers policies relating to all phases of human resources activity, and develops and implements programs to align work force and key business initiatives through use of organizational effectiveness interventions. The ideal candidate would work remotely or in a hybrid environment if close to one our of northeastern offices, including Baltimore, Philadelphia, Pittsburgh, Boston, or New England.

 

Primary Responsibilities (others may be included):

General Support:

• Advise management on goal setting and the performance review process, providing instruction on timelines and processes. Provide guidance to leaders on performance evaluations and effective communication and coaching to employees. Monitor processes for addressing poor performance and provides coaching to supervisors on effective performance management tactics, consult with managers on development strategies including mentoring, training, and rotational assignments.


• Develop and implement HR strategies and initiatives aligned with the overall business strategy. Develop and monitor overall HR strategies, systems, tactics and procedures across the organization.


• Support acquisition activity as needed, including collection of data, creation of reports, identification and submission of policies, data entry, employee orientation, etc.


• Review employee transactions such as hires, promotions, transfers, and salary changes for accuracy and company compliance before approving into HRIS. Partner internally within HR team to complete data entry to ensure HRIS and internal reports are updated with accurate employee status information.


• Partner with internal departments to effectively manage all aspects of employment including, but not limited to talent acquisition, employee leaves of absence, workplace accommodations, Workers Compensation issues, and offer letters.


• Provide on-going process improvements to the team, internal and external to HR.

Strategic Partnership:

• Conduct meetings with RVPs and Regional Leaders to partner on key topics such as recruiting, retention, and other business items.


• Participate and support quarterly forecasting meetings with leadership and talent acquisition team.


• Support HR People Initiatives by attending meetings and ensuring goals are met within the working group.


• Report out HR metrics and events at Regional All-Hands meetings.


• Ongoing support and education with peer groups to better collaborate within the HR team but also to colleagues outside of HR (i.e. IT, Accounting, etc.).


• Stay knowledgeable on the region and company utilization rates and overall budget trend.

Compliance:

• Maintains knowledge of local state and city legal requirements and federal reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.


• Partner internally within HR team to ensure regulator posters are displayed and current.


• Complete state, city, and local certificate.


• Provide necessary HR data for project proposals.

Employee Relations:

• Guides and advises management in employment issues and performance management issues including interviewing, laws, company policy, transfers, demotions, suspensions, disciplinary actions and dismissals, etc.


• Investigates employee relation issues and make recommendations for actions.


• Responds to employee inquiries regarding policies, procedures, benefits and TranSystems programs. Facilitates communication between employees and/or among employees and management. Uses a fair and objective perspective to guide others through problem-solving and conflict resolution processes.

Qualifications

What you bring to our firm:

• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


• Bachelor's degree (B. A.) from four-year college or university, with an emphasis in in Human Resources, Business, or Organization Development; or three to five years related experience and/or training; or equivalent combination of education and experience.


• HR Generalist and/or HR Business Partner experience including, but not limited to, exposure to recruitment, compensation, benefits, training, employee relations, performance management, and organizational development. HR experience at an Architecture/Engineering/Consulting or other professional services firm is preferred.


• Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals.  Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.


• Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.


• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.


• To perform this job successfully, an individual should have knowledge of Microsoft Word; Microsoft Excel, PowerPoint; and Ceridian HR/Payroll web payroll and human resources system.


• Actively engages multiple perspectives when solving problems, seeks to learn from peers, and encourages reciprocal learning among team members.


• Actively advocates for full inclusion in the workplace, fostering an environment that welcomes diversity and values equity for all employees, partners, clients, and the communities that TranSystems serves.

What we’d prefer for you to bring to our firm:

• PHR/SPHR or SHRM-CP / SHRM-SCP preferred, not required.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

The noise level in the work environment is usually moderate.

 

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

While performing the duties of this Job, the employee is regularly required to talk or hear. The employee is frequently required to sit; use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to stand and walk.

Featured Benefits: 

• Comprehensive health benefits package including wellness, maternity/paternity leave, and employer paid AD&D, STD, and LTD.


• 401(k) company match


• Vacation accrual separate from sick time.


• Eleven (11) paid holidays for 2024 with the option to substitute 2 holidays for employees to celebrate other day(s) of significance.


• Six (6) day winter break in 2024 that is included in the paid holiday schedule.

For individuals assigned and/or hired to work in California, Colorado, Maryland, Connecticut, Ohio, Washington, or NY City, Gannett Fleming TranSystems is required by law to include a reasonable estimate of the compensation range for this role. This compensation range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; internal peer equity; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Gannett Fleming TranSystems, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $100,000 - $150,000 annually.

Gannett Fleming TranSystems is proud to be an equal opportunity / affirmative action employer and ensures nondiscrimination and equal employment opportunity in all programs and activities in accordance with all applicable laws and regulations. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sex, age, national origin, pregnancy status, marital status, sexual orientation, genetic information, citizenship status, disability, protected Veteran status or any other status protected by law. In compliance with the Immigration Reform and Control Act of 1986, we will hire only U.S. citizens and aliens lawfully authorized to work in the United States (if the position is or will be one which is subject to U.S. law).

 

As the employer of choice, we are committed to action and strive for a company that reflects the vast diversity of our country and the communities we serve. Gannett Fleming TranSystems is committed to embracing diversity in all forms, including race, culture, age, sexual orientation, gender identity, disability, veteran status, thought and religious background. We acknowledge the impacts of prejudice and discrimination on historically underserved communities. We commit to establishing a more diverse, inclusive and positive work environment that drives innovation.

Recruiters or staffing agencies: Gannett Fleming TranSystems is not obligated to compensate any external recruiter or search firm who presents a candidate, their resume, or profile to a Gannett Fleming TranSystems employee without 1) a current, fully-executed agreement on file and 2) being assigned to the open position (as a search) via our applicant tracking solution.

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