Human Resources Business Partner

About Us

Company Overview

Unified Door & Hardware Group (UDHG) is a premier provider of commercial door, frame, and architectural hardware solutions serving customers across North America.  UDHG supports a wide range of construction and architectural projects, delivering specialized expertise, professional installation, and reliable service to commercial, institutional, and multi-family markets.

 

As part of Foundation Building Materials (FBM), a leading construction materials distribution company, UDHG operates within a broader organization that combines scale, specialty expertise, and a customer-first mindset.  Together, FBM and UDHG’s 8,000+ team members are committed to operational excellence, innovation, and employee development. As the organization continues to grow and evolve we are investing in strong, forward-thinking talent to support our long-term success.

Overview

Position Overview

The Human Resources Business Partner (HRBP) serves as a trusted advisor to regional and location leadership across Unified Door & Hardware Group (UDHG), aligning HR strategies and initiatives with business objectives.  This position provides guidance and support in employee relations, performance management, workforce planning, talent development, organizational effectiveness, and compliance with employment practices.

 

The HRBP partners with leadership to address workplace concerns, strengthen management effectiveness, promote employee engagement, and ensure consistent application of company policies and procedures. The role also supports labor relations activities, including collective bargaining agreement administration and grievance resolution, at union-represented locations.

 

Working collaboratively with specialized HR teams, the HRBP delivers practical, business-focused solutions that support operational performance, a positive employee experience, and UDHG's commitment to being a Company of Choice.

Responsibilities and Qualifications

Key Responsibilities HR Business Partnership

• Partner with location and regional leaders to understand business priorities, staffing needs, and employee concerns.
• Provide guidance on performance management, attendance, corrective action, employee development, and employment decisions.
• Coach managers on setting expectations, documenting performance concerns, and conducting effective employee conversations.
• Review proposed disciplinary actions and separations for consistency with company policies, applicable agreements, and established approval procedures.
• Support workforce planning, organizational changes, and restructuring activities in partnership with HR leadership.
• Maintain regular contact with assigned locations through site visits and ongoing conversations with leaders and employees.

  Employee Relations and Investigations

• Serve as an accessible resource for employees seeking guidance on workplace concerns, company policies, and HR processes.
• Conduct workplace investigations involving employee complaints, misconduct, policy violations, and contract disputes.
• Interview employees and witnesses, review records, document findings, and recommend appropriate action.
• Partner with HR leadership and Legal on sensitive or complex matters and escalate concerns promptly.
• Help managers resolve workplace conflicts and address recurring concerns affecting employee retention, attendance, and morale.
• Handle employee information with discretion and maintain complete, accurate case documentation.

  Labor and Union Relations

• Serve as the primary HR contact for labor relations matters at assigned unionized locations and maintain productive working relationships with union representatives and stewards.
• Interpret and administer collective bargaining agreements, providing guidance on contract provisions, seniority, job assignments, scheduling, overtime, wage progression, and disciplinary procedures.
• Investigate grievances, gather supporting records, track contractual deadlines, and prepare responses in partnership with management, HR leadership, and Legal.
• Participate in grievance meetings and recommend resolutions based on contract language, established practices, and the facts of each situation.
• Support collective bargaining preparation by reviewing contract provisions, gathering workforce and compensation data, documenting operational needs, and developing proposals.
• Participate in bargaining sessions as assigned and help leaders implement negotiated changes.
• Identify recurring contract issues and advise leaders on practices that may create grievances or inconsistent treatment.

  HR Programs and Administration

• Partner with Talent Acquisition and hiring managers on staffing priorities, position requirements, and onboarding needs.
• Coordinate with Payroll, Benefits, Compensation, and other HR verticals to address employee questions and concerns.
• Partner with the Leave Administration team on FMLA / LOA, accommodation requests, and return-to-work coordination.
• Support performance review cycles, employee development activities, and manager training.

  Compliance and Reporting

• Support compliance with applicable employment and labor requirements, collective bargaining agreements, and company policies.
• Review HR records and location practices to identify gaps, recommend corrections, and follow through on action items.
• Monitor turnover, absenteeism, grievances, disciplinary activity, and other workforce trends to identify issues requiring attention.
• Provide leaders with clear recommendations based on employee feedback, case findings, and workforce data.
• Maintain accurate employee records and HR system information within the scope of the role.

  Additional Responsibilities

• Support UDHG’s values of Safety, Customer Focus, Teamwork, and Integrity, and contribute to making the company a Company of Choice for employees and customers.
• Travel to assigned locations as business needs require.
• Perform other duties as assigned.

  Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Labor Relations, or a related field preferred; an equivalent combination of education and relevant experience will be considered.
• Five or more years of progressive Human Resources experience, including direct responsibility for employee relations and advising managers.
• Demonstrated experience supporting unionized employees, interpreting collective bargaining agreements, and handling grievances.
• Experience conducting workplace investigations and preparing clear, factual documentation.
• Experience supporting collective bargaining preparation or negotiations preferred.
• Working knowledge of employment and labor requirements affecting employee relations, wage and hour practices, leave, accommodations, and unionized workplaces.
• Ability to evaluate sensitive situations, exercise independent judgment, and provide practical recommendations.
• Strong communication skills, including the ability to explain policies and contract provisions clearly to employees, managers, and union representatives.
• Ability to build effective working relationships while addressing difficult issues directly and consistently.
• Strong organizational skills and the ability to manage competing priorities across multiple locations.
• Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook, with experience using HR information systems.
• Experience with Dayforce preferred.
• Experience in manufacturing, distribution, construction, or a related operational environment preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

 

Compensation and Benefits

Reports ToDirector, Human Resources   Compensation

The listed pay range reflects the expected base rate for this position. Within the range, individual pay may vary based on experience, qualifications, and work location within state.

This is a full-time position with competitive pay and benefits.

• Base: $120,000 - $140,000 per year
• Bonus: 20% Target Bonus
• Total Compensation (Base + Bonus): The successful candidate could reasonably expect a Total Compensation Package in the range of $132,000 - $182,000
• Equity: This role is not eligible for equity opportunities, awards or grants.

   Benefits

At UDHG, we’re committed to supporting our employees both personally and professionally. We offer a comprehensive and competitive benefits package designed to help you thrive inside and outside of work. Our excellent package includes:

• Medical, Dental and Vision plans with leading national providers
• Health Savings Account (HSA) / Flexible Spending Account (FSA)
• Company Provided Basic Life and Accident Death & Dismemberment (AD&D)
• Voluntary Life and Accidental Death & Dismemberment (AD&D)
• Critical illness, Hospital Indemnity, Accident Coverage
• Legal Insurance Plan
• Paid Time Off (PTO) & Paid Company Holidays
• 401(k) plan with generous company match

 

Statements

Equal Opportunity Employer

Unified Door and Hardware Group is an Equal Opportunity Employer and is committed to providing equal employment opportunities to all individuals. We value diversity and inclusion and are dedicated to creating a workplace where all employees feel respected and empowered. All employment decisions are made without regard to race, color, religion, sex, pregnancy (including childbirth, breastfeeding, or related medical conditions), sexual orientation, gender identity or expression, national origin, age, disability status, genetic information, veteran status, or any other characteristic protected by federal, state, or local law.

 

In accordance with the Americans with Disabilities Act (ADA) and applicable state and local laws, we provide reasonable accommodations to qualified individuals with disabilities to help them perform the essential functions of their job. If you need assistance or an accommodation during the application process or while employed, please contact Human Resources at [email protected].

 

Posting Period

This job will be posted for at least 5 days, starting on the initial post date reflected above.