Human Resources Manager

The HR Manager is responsible for leading and managing the daily operations of the Human Resources function, including talent acquisition, employee relations, payroll administration support, leave management, compliance, performance management, and employee development. This is a "hands-on" role that serves as a strategic business partner to leadership and operational teams, ensuring HR programs and practices support organizational goals, workforce effectiveness, and a positive employee experience.

Responsibilities:

Human Resources Leadership

• Serve as the primary Human Resources leader and trusted advisor on employee-related matters.
• Partner with divisional leaders to support workforce planning and reporting, organizational development, employee engagement and training, and talent management initiatives.
• Recommend and implement HR policies, procedures, and best practices that align with organizational objectives.
• Identify opportunities to improve HR processes, employee experiences, and operational efficiency.

Talent Acquisition & Workforce Planning

• Lead the full-cycle recruitment and selection process for all positions.
• Partner with managers to identify staffing needs and workforce planning requirements.
• Develop and maintain job descriptions and ensure alignment with organizational structure and compensation practices.
• Oversee onboarding and orientation programs to ensure successful integration of new employees.
• Coordinate background checks, employment eligibility verification, and pre-employment requirements.

Employee Relations & Performance Management

• Provide coaching and guidance to managers regarding employee relations, performance concerns, disciplinary actions, and workplace conflict resolution.
• Conduct and oversee workplace investigations and recommend appropriate corrective actions.
• Support performance management processes, employee development planning, and succession planning efforts.
• Foster a positive workplace culture through employee engagement, recognition, and retention initiatives.
• Participate in and lead disciplinary meetings, investigations, and termination processes as needed.
• Ensure consistency and fairness in policy application and management practices.

HR Operations & Systems

• Administer compensation programs and annual salary review processes.
• Maintain HR data integrity by ensuring employee data and timekeeping data, to include job costing, is reported accurately and timely.
• Train employees and managers on proper use timekeeping systems to maintain accurate job costing and reporting.
• Coordinate payroll reviews, audits, discrepancy resolution, and related reporting each pay period.
• Oversee employee records and ensure accurate documentation of employment actions, compensation changes, organizational updates, leave records, and personnel files.
• Support communication regarding benefit programs, leave policies, and related procedures.
• Identify opportunities for process improvement, automation, and enhanced reporting capabilities.
• Stay informed of emerging HR trends, technologies, and industry best practices.

Compliance, Risk Management & Reporting

• Ensure compliance with federal, state, and local employment laws, regulations, and reporting requirements.
• Monitor regulatory changes and recommend policy updates as necessary.
• Lead compliance audits and reporting activities, including I-9 audits, EEO-1 reporting, payroll audits, and other regulatory requirements.
• Maintain HR records and documentation in accordance with legal and organizational standards.
• Develop and deliver HR-related training and ensure completion of required compliance and safety training programs.

Requirements:

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field required; equivalent experience may be considered.
• Five (5) or more years of progressive Human Resources experience, including employee relations, recruitment, compliance, and performance management.
• Previous experience in an HR Generalist or HR leadership role preferred.
• Previous experience in construction or related industries preferred.
• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.

Knowledge, Skills & Abilities

• Strong knowledge of federal, state, and local employment laws and regulations.
• Demonstrated ability to build effective relationships and influence leaders across the organization.
• Excellent verbal, written, and presentation communication skills.
• Strong interpersonal, negotiation, conflict resolution, and coaching skills.
• Ability to handle sensitive and confidential information with professionalism and discretion.
• Strong organizational and project management skills with the ability to manage multiple priorities and deadlines.
• Excellent analytical, problem-solving, and decision-making abilities.
• Advanced proficiency in Microsoft Office Suite.
• Advanced proficiency in Excel and data reporting with critical thinking skills to analyze.
• Proficiency with HRIS and talent management systems; ADP Workforce Now and ADP Workforce Manager experience preferred.
• Ability to work independently while collaborating effectively across departments.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.

EEO Statement

SLSCO LTD is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without discrimination because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, disability status, protected veteran status, or any other federal, state, or local protected class.