Job Description

Wilcox + Flegel is seeking a dynamic HR Business Partner to join our team of rockstars! Do you enjoy helping others? Do you thrive in a dynamic and fast-paced environment with the opportunity to make a positive difference every day? If so, we want you to join our team at Wilcox and Flegel.

This role has the option to be based in of Vancouver, Longview, or Centralia (Washington)

We offer an industry-leading benefits package that includes the following:

• Medical, Dental, Vision, RX, Optional FSA

• Optional Medical Waive Bonus

• Company paid Life Insurance, Short Term & Long Term Disability, and AD&D

• 401(k) with a generous company match

• Paid Time Off, 120 hours per year

• 7 Paid Holidays

• Working Holiday Pay

• Volunteer Employee Program – get paid to volunteer!

• Employee Fuel Discount Account

• Profit Sharing Program

• Wellness Program Incentives

• Recognition & Reward Program

• Team Member Referral Bonus

Position Summary:   

The Human Resources Business Partner (HRBP) will serve as a strategic partner to designated business units, supporting Wilcox and Flegel’s mission, vision, values, and people strategy. In partnership with the Senior Human Resources Manager, this role leads HR initiatives in areas such as Workforce and Organizational Planning, Talent Acquisition, Total Rewards (Compensation & Benefits), Reward & Recognition, Training and Development, Safety & Compliance, Diversity, Equity, and Inclusion (DEI), Team Member Relations, and Culture and Engagement. The HRBP will collaborate closely with leaders to provide insights, coaching, and practical solutions, ensuring that HR strategies align with and advance business objectives. Responsible to consistently role model our Core Values. 

Essential Position Functions and Responsibilities:  

• Business Partnership & Relationship Management: 

• Cultivate trusted relationships across assigned business units, regularly engaging with leaders and Team Members to understand and address their needs. 

• Maintain a deep understanding of the business unit’s financials, strategy, culture, customers, and competitive landscape to support people-focused initiatives effectively. 

• Talent Acquisition & Development: 

• Drive recruitment strategies to attract top talent, including process optimization, sourcing, branding, and Team Member referral programs. 

• Partner with managers on workforce planning, talent pipeline development, and succession planning to meet current and future business needs. 

• Develop and implement assessment tools, structured interview processes, and training for hiring managers to ensure positive candidate experiences. 

• Team Member Relations & Engagement: 

• Act as a resource for leaders on Team Member relations, conflict resolution, policy interpretation, and regulatory changes. 

• Facilitate initiatives to improve Team Member engagement, retention, morale, and productivity, promoting a collaborative and inclusive work environment. 

• Coordinate Team Member experience assessments, including engagement and exit surveys, analyzing results and collaborating on action plans. 

• Respond to basic and complex inquiries related to HR policies, practices, and benefits. 

• Assist in handling basic and complex Team Member relations issues and escalate complex matters to the HR Manager as needed. 

• Performance Management & Coaching: 

• Guide managers in effectively using performance management processes to support team development and goal achievement. 

• Coach and support leaders in areas of people management, change management, and team-building to enhance organizational effectiveness. 

• Compensation & Benefits: 

• Assist in the administration of compensation and benefits programs, supporting the execution of Wilcox and Flegel’s compensation philosophy. 

• Partner with HR leadership on market analysis, pay equity reviews, and the implementation of total rewards strategies. 

• Compliance & Risk Management: 

• Ensure compliance with labor laws and company policies, responding to Team Member concerns and leading investigations as necessary. 

• Administer the worker’s compensation program, coordinate OSHA compliance, and collaborate with the Safety team on incident reporting and return-to-work plans. 

• Manage reasonable accommodation requests, participating in the interactive accommodation process with managers and Team Members. 

• HR Operations & Technology: 

• Provide insights on HRIS optimization to support organizational goals and improve HR processes. 

• Contribute to the HR team’s continuous improvement efforts, recommending and implementing operational efficiencies. 

Confidentiality : 

• Uphold the highest level of confidentiality, ensuring that sensitive Team Member information, compensation details, and organizational data are protected at all times, in strict compliance with company policies and legal requirements. 

• Exercise professional discretion in handling sensitive information, limiting access to only those with a clear need-to-know basis, and maintain secure storage of all confidential records. 

  Customer Service : 

• Provide exceptional customer service by actively listening to Team Member concerns, delivering accurate information promptly, and maintaining a solution-focused approach that enhances the Team Member experience. 

• Act as an HR ambassador within the organization, responding to inquiries professionally and respectfully, while ensuring all Team Members feel valued and supported. 

• Proactively identify and address potential issues or areas for improvement in HR services, working to consistently exceed Team Member and management expectations and strengthen the company’s positive work environment. 

• Excellent verbal and written communication skills, with the ability to influence and collaborate effectively across all levels of the organization. 

• Proven HR experience with expertise across HR Disciplines. 

• Strategic thinker with results-oriented approach. 

• Adaptable, resilient, and skilled at navigating complex situations. 

• Strong analytical abilities, decision-making skills, and sound judgment. 

• Active listener and solutions-focused problem-solver. 

• Strong business acumen with the ability to align HR strategy to business objectives. 

• Demonstrated skills in coaching, influencing, and relationship management at all organizational levels. 

• Proficiency in HR metrics, KPIs, and data analysis to guide decision-making. 

• Solid understanding of employment laws and regulatory requirements. 

• Excellent communication, problem-solving, and change management skills. 

• Ability to travel as needed and support a 24/7 operation. 

Minimum Education and Experience:  

• Bachelor’s degree in Business, Human Resources, Marketing or related field with at least 2+ years’ experience as an HR Professional or equivalent combination of education and experience. 

Preferred Education and Experience:  

• Bachelor’s degree in applicable field plus at least 5 years’ experience as an HR Business Partner or equivalent combination of education and experience. 

Licenses, Certifications and/or Registrations (note if Required or Preferred):  

• Certified SHRM-CP or PHR required. 

• Certified SHRM-SCP or SPHR preferred or ability to obtain within 1 year of eligibility. 

• Current driver’s license in order to travel between sites. 

• Ability to obtain and maintain TWIC card. 

Equipment and Software Requirements:  

• Highly proficient using Microsoft Office Suite (Word, Excel, Outlook, PowerPoint). 

• Proficient with HRIS software, ideally Paycom, though other experience helpful. 

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