HR Manager - Construction

Position Summary

The Human Resources Manager is accountable for the design, enforcement, and ongoing effectiveness of the company’s people function. This role ensures the workforce is properly staffed, legally compliant, consistently managed, and aligned with the business's operational and financial needs.

Key Responsibilities

• Workforce Planning & Staffing Accountability: Maintain a stable, qualified workforce aligned with current and anticipated operational needs. This includes maintaining a continuous recruiting pipeline for various roles, anticipating staffing risks, ensuring all roles have current job descriptions, and supporting leadership with staffing data.

• Employment Compliance & Documentation Accountability: Ensure all employment relationships are legally compliant, properly documented, and defensible. This includes maintaining accurate personnel files, ensuring consistency between employment records and payroll data, and responding to documentation requests.

• Performance Management & Accountability Support: Ensure performance management is consistent, documented, and enforceable across the organization. This includes enforcing performance review cadences, supporting supervisors with documentation standards, identifying underperformance patterns, and ensuring performance conversations are recorded and actionable.

• Retention & Workforce Stability: Stabilize the workforce and reduce preventable turnover, particularly in critical roles. This includes tracking and analyzing turnover, identifying systemic drivers of turnover, and supporting retention initiatives.

• Safety & Employment Risk Administration: Administer safety and risk management, ensuring the company is prepared to respond to incidents, claims, or audits. This includes maintaining employment-related safety documentation and training records, workers' compensation reporting, and incident documentation.

• Human Resources Reporting & Leadership Visibility: Provide leadership with accurate, timely, and actionable people-related information. This includes workforce metrics, staffing risk, compliance gaps, and performance trends.

Qualifications

• Experience: Minimum 5 years of progressive Human Resources experience, preferably in construction, manufacturing, or skilled trades. A bachelor’s degree in human resources, business administration, management, or related field, or equivalent experience, is preferred.

• Credentials: Professional Human Resources certifications such as PHR®, SPHR®, SHRM-CP®, or SHRM-SCP® are preferred.

• Knowledge: Fundamentals of Maryland and federal employment law, wage and hour compliance, and classification standards.

• Skills: Strong attention to detail, clear communication, and independent judgment with appropriate escalation.

Skills

• Attention to Detail

• Clear Communication

• Independent Judgment