Vice President, Head of HR Business Partners

Overview

About Suffolk

Suffolk is a national enterprise that builds, innovates, and invests. We provide value across the entire project lifecycle through our core construction management services and complementary business lines in real estate investment, design, self-perform construction, and technology start-up investment (Suffolk Technologies). By integrating data, artificial intelligence, and advanced technology through our Seamless Platform, we connect design, construction, and operations to deliver smarter, more predictable results and redefine how America builds.

Suffolk - America’s Contractor - is a national company with more than $9 billion in annual revenue, 3,000 employees, and 17 offices, including Boston (headquarters), New York City, Miami, West Palm Beach, Tampa, Estero, Dallas, Los Angeles, San Francisco, San Diego, Las Vegas, Herndon, U.S. Virgin Islands, and other key markets. Suffolk manages some of the most complex and transformative projects in the country, serving clients across healthcare, life sciences, education, gaming, aviation, transportation, government, mission critical, and commercial sectors. Suffolk is privately held and is led by founder, chairman and CEO John Fish. Suffolk is ranked #8 on ENR’s list of “Top CM-at-Risk Contractors.” For more information, visit www.suffolk.com and follow Suffolk on Facebook, Twitter, LinkedIn, YouTube, and Instagram.

At Suffolk, we believe that our total rewards program should offer you and your family the support you need when it matters most. That’s why we have created a program that provides employees with access to a wide variety of options that can be personalized to support you and your loved ones physically, emotionally, and financially.

Benefits include, competitive salaries, auto allowances and gas cards for certain roles, access to market leading medical and emotional and mental health benefits, dental, and vision insurance plans, virtual care options for physical therapy and primary care, generous paid time off, 401k plan with employer match and access to expert financial resources, company paid and voluntary life insurance, tax deferred savings accounts, 10 backup daycare days each year, short- and long-term disability, commuter benefits and more. For more information, click here.

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.

In this role, you will lead the evolution of our HRBP model to support the growth of the organization, scaling delivery of core capabilities including leadership coaching, workforce planning, organizational development, employee relations and employee experience.

This role requires an on-site presence 4 days a week in our amazing Boston office - which offers free parking, a free on-site gym and cafeteria and other perks that make for a great culture and unique employee experience!

Responsibilities

HRBP Strategy & Operating Model

• 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

Executive Partnership

• 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

Team Leadership & Capability Building

• 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)

Talent, Workforce Planning & Organizational Effectiveness

• Partner with HR Centers of Excellence (COEs) to deliver integrated talent solutions, including succession planning and leadership development
• Lead workforce planning strategies that align talent supply with project and business demand
• Guide organizational design, restructuring, and job architecture efforts
• Strengthen leadership capability and retention through proactive talent management practices

Manager Empowerment and Employee Experience & Culture

• 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

Key Capabilities

• Strategic thinker with the ability to translate business needs into actionable people strategies

• Strong executive presence and influencing skills

• High level of judgment, discretion, and professionalism

• Data-driven mindset with ability to translate insights into action

• Exceptional coaching, communication, and relationship-building skills

• Ability to operate effectively across corporate and field environments

Working Conditions

While performing the duties of this job, the employee is regularly required to sit for long periods of time; talk or hear; perform fine motor, hand and finger skills in the use of a keyboard, telephone, or writing. The employee is frequently required to stands; walk; and reach with arms and/or hands. Specific vision abilities include close vision, distance vision, depth perception and the ability to adjust focus. The employee will spend their time in an office environment with a quiet to moderate noise level. Job site walking.

EEO Statement

Suffolk provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, pregnancy or maternity, national origin, citizenship, genetic information, disability, protected veteran, gender identity, age or any other status protected by law. This policy applies to recruiting, hiring, transfers, promotions, terminations, compensation, benefits, and all other terms and conditions of employment. Suffolk will not tolerate any unlawful discrimination toward, or harassment of, applicants or employees by anyone at Suffolk, or anyone working on behalf of Suffolk.

Compensation Information

Where required by law, pay ranges can be found in Suffolk's job postings. Base Salary for this position is just one component of Suffolk’s total rewards package for employees. Actual salaries may be based on several factors including, but not limited to, a candidate's skill set, experience, education and other qualifications. Suffolk offers a comprehensive benefits package as part of its overall total rewards strategy. Salary ranges are reviewed regularly to reflect market trends.