Position Summary
The HR Manager is responsible for leading and managing the day-to-day operations of the Human Resources function, ensuring effective execution of HR programs, policies, processes, and initiatives that support the company's workforce, operational needs, and business objectives.
Reporting to the Vice President, Human Resources, this position translates the company's HR strategy into practical, consistent, and scalable HR practices. The HR Manager serves as a key resource to operational leaders, project management, field supervisors, and employees, providing guidance on employee relations, workforce management, performance, employment compliance, talent acquisition, benefits, and HR operations.
This position requires demonstrated HR management experience within the construction, industrial, infrastructure, telecommunications, manufacturing, or similar field-based environment. The successful candidate must understand the unique workforce challenges associated with project-driven operations, including field employee relations, workforce availability, recruiting demands, employee retention, compliance, and supporting a geographically dispersed workforce.
The HR Manager partners closely with the VP of HR to strengthen HR infrastructure, improve operational effectiveness, develop management capabilities, and ensure HR practices are consistently implemented across corporate and field operations. This role also serves as a backup resource to the Payroll Manager to support payroll continuity, process integrity, and related operational needs.
HR Operations & Leadership
- Manage the daily operations of the Human Resources function, ensuring timely, consistent, and effective delivery of HR services.
- Translate HR strategies, policies, and initiatives established by the VP of HR into actionable processes and procedures.
- Establish and maintain efficient HR workflows, procedures, documentation standards, and internal controls.
- Provide day-to-day guidance and direction to assigned HR team members, establishing clear priorities, expectations, and accountability.
- Identify opportunities to improve HR processes, operational efficiency, employee service, and data integrity.
- Partner with the VP of HR on department priorities, projects, organizational initiatives, and continuous improvement efforts.
- Ensure HR services effectively support both corporate employees and field-based personnel.
Employee Relations & Workforce Management
- Serve as a primary HR resource for employees, supervisors, project managers, and operational leadership regarding workplace concerns and employment matters.
- Manage employee relations matters, workplace investigations, corrective actions, performance concerns, attendance issues, and conflict resolution.
- Coach managers and supervisors on effective employee management, documentation, performance expectations, and consistent policy application.
- Support employee engagement, retention, recognition, and workforce development initiatives.
- Identify emerging workforce concerns and recommend appropriate solutions to the VP of HR and operational leadership.
- Partner with field leadership to address workforce challenges, employee concerns, staffing issues, and organizational needs.
- Promote a culture of accountability, professionalism, communication, and respect throughout the organization.
Talent Acquisition & Onboarding
- Partner with the VP of HR and operational leadership to execute recruiting and workforce planning strategies.
- Support recruiting activities for corporate, technical, project management, skilled trades, and field positions.
- Work with hiring managers to identify staffing requirements, establish hiring priorities, and address recruitment challenges.
- Monitor recruiting activity, requisition status, time-to-fill, and hiring progress.
- Ensure consistent execution of pre-employment requirements, including background screenings, drug testing, employment eligibility verification, and required documentation.
- Oversee the effective coordination of onboarding, new hire orientation, and employee integration processes in partnership with the appropriate HR team members.
- Identify opportunities to improve recruiting efficiency, new hire experience, and employee retention.
Performance Management & Leadership Support
- Administer the company's performance management processes, ensuring managers understand expectations, timelines, and documentation requirements.
- Assist managers with performance improvement plans, employee coaching, corrective action, and other performance-related matters.
- Support the VP of HR in implementing leadership development, succession planning, and employee development initiatives.
- Provide guidance to managers on organizational effectiveness, role clarity, employee development, and team performance.
- Monitor completion of performance reviews and follow up with leaders to ensure timely execution.
Employment Compliance & Risk Management
- Ensure day-to-day HR practices comply with applicable federal, state, and local employment laws and regulations.
- Maintain accurate employee records, personnel files, employment documentation, and required HR reporting.
- Oversee employment eligibility verification processes, including Form I-9 completion, E-Verify, and required reverification activities.
- Administer and monitor compliance with employment policies, wage and hour requirements, leave administration, accommodations, and required employee notices.
- Coordinate HR compliance audits and maintain appropriate documentation and corrective action plans.
- Monitor compliance deadlines and coordinate required employment reporting and regulatory filings with the VP of HR.
- Partner with the VP of HR and legal counsel on complex employee relations matters, employment claims, and regulatory concerns.
- Ensure consistent application of company policies and procedures across multiple locations and work environments.
Benefits, Leave Administration & Employee Programs
- Oversee the day-to-day administration of employee benefits programs, including enrollment, qualifying life events, employee inquiries, and benefits changes.
- Coordinate annual open enrollment activities and employee communications in partnership with the VP of HR and benefits providers.
- Manage leave of absence administration, including FMLA, ADA accommodations, and applicable state leave requirements.
- Coordinate benefits eligibility, employee deductions, and related employee data changes with Payroll.
- Serve as a resource for employees and managers regarding benefits, leave, and company-sponsored programs.
- Identify administrative issues and opportunities to improve benefits processes and employee support.
HRIS, Reporting & Data Integrity
- Oversee the accuracy and maintenance of employee information within the company's HRIS and related systems.
- Utilize Paycom to manage HR transactions, employee records, onboarding workflows, reporting, and other HR processes.
- Conduct periodic audits of employee records, employment documentation, job information, compensation data, and system records.
- Develop and maintain HR tracking tools, reports, compliance calendars, and documentation to support effective HR administration.
- Monitor workforce metrics, including headcount, turnover, retention, absenteeism, recruiting activity, and employee changes.
- Identify and resolve data discrepancies and partner with Payroll and Finance to maintain accurate employee information across systems.
- Recommend system enhancements, process improvements, and automation opportunities to strengthen HR operations.
Payroll Coordination & Operational Backup
- Partner with the Payroll Manager to ensure accurate employee data, timely processing of HR-related changes, and effective coordination between HR and Payroll.
- Serve as a designated backup to the Payroll Manager during absences or other operational needs.
- Maintain working knowledge of payroll processes, timekeeping, employee pay changes, deductions, and payroll deadlines to provide appropriate backup support.
- Assist with payroll audits, employee data reconciliation, and resolution of HR-related payroll discrepancies.
- Coordinate with Payroll on new hires, terminations, compensation changes, job transfers, benefits deductions, and other employee transactions.
- Support the VP of HR in maintaining appropriate internal controls, documentation, and accountability between HR and Payroll.
Field Operations & Cross-Functional Partnership
- Develop strong working relationships with Operations, Project Management, Safety, Finance, and other business leaders.
- Partner with operational leadership to understand project staffing requirements, workforce challenges, employee concerns, and field workforce needs.
- Maintain visibility into field operations and provide responsive HR support to supervisors, project managers, and employees.
- Partner with Safety leadership on employee-related safety matters, incident follow-up, training coordination, and workforce initiatives.
- Support consistent implementation of HR policies and employment practices across offices, project sites, and other work locations.
- Participate in operational meetings and initiatives as needed to ensure HR considerations are incorporated into business decisions.
- Escalate significant employee relations, compliance, and organizational risks to the VP of HR.
Qualifications
Education & Experience
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a related field required; master's degree preferred.
- Minimum of 10 years of progressive Human Resources experience with increasing levels of responsibility.
- Minimum of 5 years of HR management or leadership experience, with demonstrated responsibility for managing HR functions, teams, and organizational initiatives.
- Demonstrated HR management experience within construction, industrial, manufacturing, telecommunications infrastructure, electrical, field services, or a similar project-based environment.
- Experience supporting large, hourly, field-based, or industrial workforces, including an understanding of workforce planning, labor demands, employee relations, and operational staffing challenges.
- Bilingual English/Spanish proficiency required, with the ability to communicate effectively both verbally and in writing with employees, supervisors, and leadership.
- Strong knowledge of federal, state, and local employment laws and regulations, employee relations, compensation, benefits, performance management, and HR operations.
- Demonstrated experience managing complex employee relations matters, workplace investigations, corrective actions, and organizational change.
- Experience developing, implementing, and maintaining HR policies, procedures, processes, and internal controls.
- Experience supporting multi-location or multi-state operations.
- Demonstrated ability to partner effectively with executive leadership, operational leaders, project managers, and field supervisors.
- Experience with HRIS platforms, preferably Paycom, and familiarity with payroll operations, payroll audits, timekeeping, and employee data reconciliation.
- Strong leadership, analytical, organizational, communication, and problem-solving skills.
- Advanced HR certification, such as SPHR or SHRM-SCP, preferred.
Typical Physical and Mental Demands
The position may require long hours, handle conflicts, and make decisions under pressure
and in inclement weather situations. While performing the duties of this job, the employee
must stand, walk, use hands and fingers to, handle, feel or operate tools or controls; and
reach with hands and arms.
The employee must climb a ladder while lifting up to 25 pounds, sit, climb or balance, stoop, kneel, crouch, crawl, talk, hear and smell. The
employee must have specific vision abilities required by this job include close vision,
distance vision, color vision, peripheral vision, depth perception and the ability to adjust
and focus. The noise level in the work environment is usually moderate to loud.
Physical Requirements & Working Conditions
The physical demands, work environment factors and mental functions described below are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
