Cincinnati, Ohio 45215
Founded in 1960 in Cincinnati, Ohio, Trans Ash is a growing civil construction & environmental company with large-scale/long-term projects in 7 states. Trans Ash has an established reputation in our industry for living our core values of employee safety, teamwork, quality, and continuous improvement in all aspects of our business.
Competitive Salary commensurate with experience.
Our benefits package includes the following:
The HRBP works closely with the human resource director, other HRBPs, and other departments to support HR initiatives at the Cincinnati office and remote work site locations. Duties are performed at the professional level in some or all functional areas of HR. This position requires an extremely creative and organized person who is effective at thinking outside of status-quo solutions, is a good communicator, and can relate to individuals at all levels. The HRBP must be sensitive to confidentiality and supportive of company initiatives, create employee goodwill, and contribute positively to the overall success of the HR Team and the business.
Job Requirements and Qualifications
Equal Opportunity Employer:
Trans Ash is an equal-opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.
We provide equal opportunity to all qualified individuals with disabilities and disabled veterans. In keeping with this commitment, we strive to ensure that our application process is accessible to everyone.
If you are an individual with a disability or a disabled veteran who has a need for an accommodation request, you can contact us via email at firstname.lastname@example.org or via phone at (513) 842-6590. When calling, if requested to leave a message, please include the Job Posting Title and location for the position for which you are applying.
Pay Transparency Nondiscrimination Provision:
Trans Ash, Inc. will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint to charge, (b) in furtherance of an investigation, proceeding, hearing or action, including an investigation conducted by the employer or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) CIN-S