Divisional HR Business Partner

Together We Build – Partnership, Innovation, Excellence, and Safety At Kelso Industries, 5,000+ employees across 40+ companies work together to deliver exceptional HVAC, mechanical, plumbing, refrigeration, and electrical solutions nationwide. Join us to grow your career, make an impact, and be part of a team where innovation, excellence, and safety come first. Recruiter Notice: We respectfully ask external recruiters and staffing agencies not to submit candidates. We only accept direct applications. Position Summary The Divisional HR Business Partner (HRBP) serves as a trusted advisor to Kelso’s Service Division and branch leadership, providing hands-on support in manager coaching, continuous improvement of people processes, employee relations, and talent acquisition support. This role is field-based and relationship-driven, focused on strengthening leadership capability and ensuring consistent people practices across assigned operating companies. Core Responsibilities Manager Coaching & Leadership Support Coach managers on performance management, communication, decision-making, and team effectiveness Support difficult conversations and conflict resolution Train, evaluate, and support local leadership on labor law compliance Train managers on HR processes, policies, and expectations Build leadership capability within field and office management teams Process Improvement & Standardization Identify gaps or inefficiencies in people processes Support, enhance, and refine evolving processes, practices, and policies Partner with Divisional HR Manager to improve consistency and scalability Reinforce shared-service boundaries and proper use of HR resources Employee Relations & Risk Management Serve as the primary point of contact for employee relations issues Investigate and resolve employee concerns, policy violations, and performance management issues Coach and counsel with leaders on corrective action, documentation, and terminations Ensure consistent and compliant application of policies across OpCos Partner with Divisional HR Manager on high-risk or escalated matters Organizational Effectiveness & Change Management Support assimilation of acquired OpCos, employee integrations, reorganizations, and growth initiatives Lead change management efforts during operational transitions, including implementation of new HRIS and CRM platforms Assess organization effectiveness and recommend improvements <li data-leveltext="" data-font="Symbol" data-listid="3" data-list-defn-prop