Senior HR Manager - Union/Construction
Black & Veatch Construction, Inc. (BVCI) · Overland Park, KS · 1 mo ago
HybridFull-time
About the role
The Senior HR Manager - Union/Construction is responsible for the development and execution of human resource (HR) plans to support leadership in achieving Black & Veatch union construction (BVCI) business objectives. This position is a member of the Black & Veatch Construction Leadership Team and leads all HR related activities in the BVCI business including the development and execution of talent strategies.
Responsibilities
- Serve as a trusted strategic advisor to BVCI President and leadership team, aligning HR strategies with construction business objectives, labor availability, project risk, safety, quality, schedule and cost performance
- Lead, develop, and manage a team of HR Generalists and Specialists supporting the BVCI Union Construction business
- Work with the BV Construction HR Director to translate business strategy and project pipeline into forward-looking workforce and labor strategies, including risk mitigation for labor shortages, skill gaps, and compliance exposure
- Lead, develop, and manage a team of HR Generalists and Specialists supporting the BVCI Union Construction business
- Work with the BV Construction HR Director to translate business strategy and project pipeline into forward-looking workforce and labor strategies, including risk mitigation for labor shortages, skill gaps, and compliance exposure
- Lead HR change initiatives supporting business growth, new project types, geographic expansion, and evolving labor strategies
- Assure HR programs are carried out in accordance with company’s policies and procedures, and are aligned with federal contracting requirements, union agreements, and construction specific regulations
- Act as liaison between BVCI Construction and corporate functional areas. Partners with HR and Talent Acquisition specialists on HR processes such merit, bonus, goal setting, performance evaluation, supervisory training, succession planning, and performance improvement/discipline
- Lead project-based workforce planning, including craft and staff mobilization/demobilization, peak labor planning, and alignment to project schedules
- Support field leadership with HR guidance tailored to remote, site-based, and high-risk construction environments
Requirements
- Bachelor’s degree required
- 8+ years progressive HR experience in one or more functional areas
- Demonstrated experience supporting unionized construction or industrial environments, including hands-on administration of CBAs
- Knowledge of craft labor models, hiring halls, prevailing wage, and project labor agreements (PLAs), where applicable
- HR Certification
- Proven ability to operate as a strategic HR partner to senior construction and operations leaders
- Proven ability to deliver results through others, including setting direction, delegating effectively, and holding teams accountable
- Proven ability to influence leaders in high-pressure, deadline-driven environments
- Union Direct Hire Construction HR experience
- Strong understanding of OFCCP, AAPs, EEO, and federal contractor requirements within a construction context
- Experience balancing compliance with operational realities in the field
- Broad basic knowledge of all functional areas in HR
- Proven success leading HR through organizational change, growth, or transformation in a construction or industrial setting
- Ability to coach leaders with varying levels of people-management experience, including first-time field supervisors
- Working financial acumen to understand project economics, labor cost drivers, productivity impacts, and margin sensitivity
- Working knowledge of HRIS and workforce data tools to support construction workforce planning, compliance tracking, and reporting
- Global perspective of common business practices and impact on business
- Experience supporting self-perform construction organizations and/or large EPC or construction-only project environments
- Experience partnering with legal counsel on labor and employment matters
Qualifications
- Bachelor’s degree required
- 8+ years progressive HR experience in one or more functional areas
- Demonstrated experience supporting unionized construction or industrial environments, including hands-on administration of CBAs
- Knowledge of craft labor models, hiring halls, prevailing wage, and project labor agreements (PLAs), where applicable
- HR Certification
- Proven ability to operate as a strategic HR partner to senior construction and operations leaders
- Proven ability to deliver results through others, including setting direction, delegating effectively, and holding teams accountable
- Proven ability to influence leaders in high-pressure, deadline-driven environments
- Union Direct Hire Construction HR experience
- Strong understanding of OFCCP, AAPs, EEO, and federal contractor requirements within a construction context
- Experience balancing compliance with operational realities in the field
- Broad basic knowledge of all functional areas in HR
- Proven success leading HR through organizational change, growth, or transformation in a construction or industrial setting
- Ability to coach leaders with varying levels of people-management experience, including first-time field supervisors
- Working financial acumen to understand project economics, labor cost drivers, productivity impacts, and margin sensitivity
- Working knowledge of HRIS and workforce data tools to support construction workforce planning, compliance tracking, and reporting
- Global perspective of common business practices and impact on business
- Experience supporting self-perform construction organizations and/or large EPC or construction-only project environments
- Experience partnering with legal counsel on labor and employment matters
Skills
- Strategic HR Partnering
- Talent Strategy Development
- Labor Relations Management
- HR Program Administration
- Change Management
- Performance Management
- Compliance and Regulatory Knowledge
- Project-Based Workforce Planning
- HR Change Initiatives
- Leadership Development
- HR Process Improvement
- HR Data Analysis
- HR Systems Implementation
- HR Metrics and Reporting
- HR Training and Development
- HR Communications
- HR Risk Management
- HR Legal Compliance
- HR Policy Interpretation
- HR Conflict Resolution
- HR Policy Development
- HR Program Evaluation
- HR Program Design
- HR Program Implementation
- HR Program Monitoring
- HR Program Optimization
- HR Program Review
- HR Program Sustainability
- HR Program Training
- HR Program Update
- HR Program Validation
- HR Program Verification
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