Senior Human Resources Business Partner

SUMMARY

At Mortenson, we believe exceptional business results start with exceptional people. We are seeking an experienced Senior HR Business Partner to serve as a trusted advisor to leaders across our headquarters-based business and service functions, helping shape the talent, leadership, and organizational strategies that enable business success. 

This is more than a traditional HRBP role. You will partner closely with senior leaders to address complex business and organizational challenges, align talent strategies with business priorities, and drive initiatives that strengthen leadership effectiveness, organizational performance, and workforce capability. 

This role offers broad enterprise exposure and the opportunity to influence Mortenson's future through leadership, talent, and workforce strategy while contributing to both business results and the team member experience. 

If you are energized by solving complex business problems, partnering with senior leaders, and making a visible impact across an enterprise organization, we would welcome the opportunity to connect with you. 

RESPONSIBILITIES

Strategic Business Partnership

• Serve as the primary HR Business Partner for a portfolio of headquarters-based functional leaders and teams.

• Develop a deep understanding of business strategies, organizational priorities, operating models, and workforce needs.

• Provide strategic counsel and coaching to leaders on organizational design, talent strategy, leadership effectiveness, succession planning, and workforce planning.

• Influence business decisions by integrating people and workforce considerations into planning and execution.

Organizational Effectiveness and Talent Strategy

• Lead and support initiatives related to organizational design, workforce planning, succession management, talent development, leadership capability, and team effectiveness.

• Partner with leaders to build high-performing teams and strengthen organizational capability.

• Guide leaders through organizational change, growth, and business transformation.

• Identify opportunities to improve team member engagement, retention, and overall experience.

Enterprise Leadership and Change

• Lead high-impact HR initiatives that improve business outcomes and organizational effectiveness.

• Partner closely with HR Centers of Excellence and HR Operations to deliver integrated people solutions.

• Use workforce data and insights to identify trends, inform decisions, and drive action.

• Champion continuous improvement efforts and help shape the evolution of HR practices and the HR Business Partner model.

Success Factors

You are likely to thrive in this role if you:

• Build credibility quickly and become a trusted advisor.

• Influence effectively without relying on formal authority.

• Balance strategic thinking with practical execution.

• Use data and insights to shape recommendations and decisions.

• Bring a thoughtful point of view while fostering strong partnerships.

• Navigate ambiguity with confidence and sound judgment.

• Have genuine curiosity about how businesses operate and succeed.

QUALIFICATIONS

Required Experience

• Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent relevant experience.

• Eight or more years of progressive HR experience, including significant experience as an HR Business Partner.

• Experience partnering with senior leaders on complex people and business challenges.

• Demonstrated business acumen and ability to align people strategies with organizational objectives.

• Ability to travel up to 15%.

Preferred Experience

• Experience supporting corporate or headquarters functions such as Finance, Legal, Technology, Strategy, Communications, Human Resources, Supply Chain, or other professional services groups.

• Experience leading organizational design, workforce planning, succession planning, leadership development, or enterprise change initiatives.

• Experience operating within a complex, matrixed, diversified, or rapidly evolving organization.

A few benefits offered include: 

(for Non-Craft & Non-Union Craft working 25+ hours / week)

• Medical and prescription drug plans that includes no additional cost vision coverage 

• Dental plan 

• 401k retirement plan with a generous Mortenson match

• Paid time off, holidays, and other paid leaves 

• Employer paid Life, AD&D, and disability insurance 

• No-Cost mental health tool and concierge with extensive work-life resources

• Tuition reimbursement 

• Adoption Assistance  

• Gym Membership Discount Program

The base pay range for this role is $105,300 - $158,000. (Actual range is higher for the following office locations: Denver, CO and Chicago, IL – 5%, Seattle, WA, and Portland, OR – 10%, Washington, D.C. – 12.5%).

Base pay is positioned within the range based on several factors including an individual’s knowledge, skills, and experience, with consideration given to internal equity.  This position is eligible for Mortenson’s incentive plan.

#LI-PM1 #LI-hybrid

Please make note: 

• Visa sponsorship is not offered for this position.

• Our postings are typically open a minimum of 5 days and an average of 44 days. 

ABOUT MORTENSON

As a top builder, developer, and EPC (Engineering, Procurement, and Construction), our expertise spans markets like sports, renewable energy, data centers, healthcare, and more. We are builders at heart, working to ensure the built environment has a lasting positive impact. 

 Let’s Redefine Possible® 

 Equal Employment Opportunity

Your uniqueness brings new and creative perspectives to the team. Mortenson is committed to providing equal opportunities of employment (EOE) to all individuals, regardless of your race, religion, gender, national origin, age, veteran status, disability, marital status or any other legally protected category.

Other Items to Note

• Mortenson reserves the right to hire any individual without legal or financial obligation on unwanted solicitations. No agency emails, calls, or solicitations are accepted without a valid agreement.

• Must be currently legally authorized to work in the U.S. without sponsorship for employment visa status (e.g., H1B status, 0-1, TN, CPT, OPT, etc.). We are unable to sponsor or take over sponsorship of an employment Visa at this time.