Human Resource Generalist

Job Description

Job Description

Human Resources Generalist

Location: Walton Hills, Ohio (Hybrid/On-site as required)

Reports To : Chief Financial Officer (or VP/Director of HR if applicable)

Employment Type: Full-Time

Compensation: Competitive base salary with performance bonus eligibility

Role Summary

The Human Resources Generalist supports day-to-day HR operations for a growing, private equity–backed construction platform with multi-state, union and non-union operations. This role executes core HR processes across the employee lifecycle while helping build scalable HR infrastructure, compliance frameworks, and workforce analytics to support organic growth and acquisition integration.

The ideal candidate is operationally disciplined, comfortable in field environments, and experienced in multi-entity organizations where documentation, consistency, and risk mitigation are critical.

Key Responsibilities

Talent Acquisition & Onboarding

• Execute full-cycle recruiting for office, technical, and field roles including requisition intake, sourcing, screening, interviewing, and offer coordination.
• Coordinate with union halls and operations leadership for union labor dispatch and staffing needs.
• Prepare offer letters, onboarding documentation, and ensure compliant I-9 and E-Verify processing.
• Coordinate safety training, certifications, and job-site onboarding with Safety and Operations teams.
• Support workforce planning and recruiting campaigns aligned with operational growth and acquisition needs.

Employee Relations & Labor Support

• Provide guidance to managers on employee relations issues including attendance, performance management, corrective action, and conflict resolution.
• Maintain consistent documentation standards to mitigate employment risk.
• Support interpretation and administration of collective bargaining agreements (CBAs) in partnership with leadership and legal counsel.
• Assist with grievance documentation, investigations, and arbitration preparation as needed.
• Support prevailing wage, certified payroll documentation processes, and labor compliance coordination with Payroll and Operations (if applicable).

Performance Management, Training & Culture

• Coordinate performance review cycles, documentation standards, and leadership coaching support.
• Deliver and track training programs including harassment prevention, supervisory training, safety training, and compliance education.
• Support leadership development initiatives for foremen, supervisors, and managers.
• Promote employee engagement, retention initiatives, and consistent culture practices across operating entities.

Benefits, Leaves & Time Administration

• Administer benefits enrollments, employee inquiries, and open enrollment activities.
• Administer FMLA, ADA accommodations, workers’ compensation coordination, and return-to-work processes.
• Partner with Payroll and Finance to ensure accurate timekeeping and benefits deductions across entities.

HR Compliance, Policy & Records

• Maintain accurate personnel files, HRIS records, and documentation in compliance with federal, state, and local regulations.
• Support multi-state employment law compliance and policy alignment across operating companies.
• Assist with audits, EEO-1 reporting, and regulatory documentation.
• Support internal investigations and documentation under HR leadership guidance.

HR Systems, Data & Private Equity Reporting

• Maintain data integrity in HRIS, ATS, and reporting systems.
• Prepare recurring HR dashboards including headcount, turnover, recruiting metrics, training compliance, and labor trends.
• Partner with Finance and Operations on labor cost analysis, workforce planning, and productivity metrics.
• Support data requests and reporting for PE sponsors and executive leadership.

Platform Integration & Change Management

• Support HR integration for acquired companies including onboarding into Extera systems, benefits programs, and policies.
• Assist with policy harmonization, handbook rollout, and standardized HR process implementation across entities.
• Participate in change management communication and training during integrations and organizational transitions.
• Document HR workflows and SOPs to support scalable operations.

• Bachelor’s degree in Human Resources, Business, or related field, or equivalent experience.
• 3–5+ years of progressive HR experience supporting hourly and exempt employees.
• Working knowledge of employment laws including EEO, ADA, FMLA, and wage/hour.
• Experience with HRIS/ATS platforms and Microsoft 365; strong documentation and confidentiality.

• Experience supporting unionized workforces and interpreting CBAs.
• Construction, field services, or multi-state environment experience.
• PHR or SHRM-CP certification.

Employee advocacy, strong communication, sound judgment, discretion, conflict resolution skills, attention to detail, and a continuous improvement mindset.

The Company is an equal opportunity employer and considers all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other legally protected characteristic.