Human Resources Manager - Portland or Seattle

About the role

The role has significant influence on culture, retention, engagement, and talent development, making it a highly visible position within the HR team and the Pacific Northwest Region. The HR Manager provides guidance and consultation in areas including employee relations, performance management, talent development, organizational effectiveness, change management, employee engagement, and retention. The HR Manager partners with the VP of HR and senior leaders to navigate people and organizational matters, create regional alignment, strengthen leadership effectiveness, and advance business and talent priorities.

Responsibilities

• Lead and continuously improve the new hire experience.
• Partner with Recruiting on interview scheduling.
• Maintain onboarding materials, presentations, and communications.
• Coordinate Day 1 orientation and onboarding logistics for the region with HQ.
• Partner with managers to develop customized onboarding plans.
• Evaluate onboarding effectiveness and implement enhancements.
• Answer employee questions related to Truebeck’s benefit offerings.
• Coach leaders and employees through the O3 process.
• Conduct regular check-ins with leaders and gather actionable feedback.
• Support development of training plans and performance expectations.
• Serve as a trusted resource for employee relations matters.
• Support and lead workplace investigations and policy interpretation.
• Monitor employee relations trends and recommend proactive solutions.
• Promote fair, consistent, and compliant employment practices.
• Attend collegiate recruiting events in the region.
• Support company-wide summer internship program.
• Coordinate intern placements, onboarding, events, and development opportunities with the regional offices.
• Partner with team and managers to ensure a high-quality intern experience.
• Provide feedback for program effectiveness and drive continuous improvement.
• Lead the offboarding experience for regional departing employees.
• Conduct and analyze exit interview data.
• Identify trends and opportunities for organizational improvement within the region.
• Support the annual review and career development process.
• Serve as the primary regional resource for employees and managers.
• Serve as a trusted advisor and coach to leaders on employee relations, performance management, leadership effectiveness, employee development, team dynamics, and other people-related matters.
• Assess people-related matters, identify appropriate options, and develop practical recommendations aligned with firm practices and priorities.
• Support leaders in strengthening management effectiveness, accountability, communication, employee engagement, and retention.
• Support workforce planning efforts and other initiatives designed to strengthen organizational effectiveness and mitigate risk.
• Promote consistent application of HR policies and practices and identify opportunities to improve HR processes and leader resources.

Requirements

• Possess 5-7 years of HR generalist experience.
• Construction experience is desirable.
• Extensive knowledge of regional labor laws and leave programs is required.
• A bachelor’s degree in human resources, social sciences, business, or equivalent experience.
• Demonstrate a genuine passion for envisioning and implementing exceptional employee experiences, coupled with the ability to translate ideas into tangible results.
• Exhibit excellent written and verbal communication skills, ensuring effective and engaging interactions with various stakeholders.
• Presentation skills are also critical to the role.
• Be able to navigate crucial conversations.
• Display strong project management and execution capabilities, effectively driving initiatives from start to finish.
• Possess advanced proficiency in the Microsoft suite, enabling the creation of impactful reports and presentations.
• Showcase the ability to work independently while fostering collaboration across diverse teams.
• Exhibit a creative mindset, capable of generating innovative ideas and developing novel employee experiences.
• Stay updated on best practices and innovative approaches in the field.
• Demonstrate a proactive and hands-on approach, being willing to undertake tasks of any size to accomplish goals.
• The incumbent is required to work most days at the main office and typically works in an office environment and uses a computer, telephone and other office equipment as needed to perform duties.
• The noise level in the work environment is typical of that of an office.
• Incumbent may encounter frequent interruptions throughout the work day.
• The employee is regularly required to be in a stationary position, communicate, or convey; frequently required to operate or position, and to be in a stationary position, move, reach, bend or transport up to 20 pounds.