Senior HR Manager

Job Description

Job Description

This HR team has a strategist. It needs the person who turns strategy into results on Monday morning.

A contractor in Corona is hiring a Senior HR Manager to run day-to-day HR for a 300+ employee operation across California and Texas.

This role partners closely with the VP of HR. Your role is to turn strategy into actionable items, leading the managers over people and compliance, benefits, talent acquisition, and HR operations, with safety and workers' comp reporting to you too.

Your first 30 days will be about learning the culture and resetting expectations within the department. The hardest part of this job is accepting the gray: construction doesn't always fit the textbook, and people who need it to struggle here.

But if you lead from the floor, not the corner office, and want a real shot at the top HR seat, this one is worth a look.

What you'll own

• Leading 4 direct reports and an HR org of 11, setting priorities, coaching, and holding the standard
• Employee relations end to end: investigations, corrective action, and terminations, with near-full authority to make the call
• Coaching managers, supervisors and foremen on performance, conduct and documentation
• Safety and workers' comp, which report to you
• Year-end performance reviews across the organization
• Building next year's HR business plan alongside the VP of HR
• Policies, the handbook and manager tools that work in a field environment
• HR metrics and case trends, so you know what's happening across the org before it becomes a problem
• Integrating HR for future acquisitions

What you bring

• 7+ years of progressive HR experience, with at least 3 leading HR staff or multiple HR functions
• A hands-on track record in investigations, employee relations and manager coaching
• Strong knowledge of California employment law
• You might not hold the "Senior" title today. A manager ready to step up is welcome.
• You see yourself as customer service for the whole company and know how to get results through other people
• You can coach an early-career team toward professionalism without crushing them
• You're as credible with a foreman as you are with the executive team
• Construction or field workforce experience is a plus, not a requirement
• PHR, SPHR, SHRM-CP or SHRM-SCP a plus

Why this one is worth a look

• $135,000–$155,000 depending on experience, plus a 20% annual bonus target for leadership
• A built-in succession path. This seat is meant to grow into a Director role.
• Real authority. Discipline and termination decisions are yours, without layers of sign-off.
• Strong people already in place. Your compliance manager has year-end mapped out, and benefits and talent acquisition each have someone who knows their area cold.
• A supportive, progressive executive team at a mature company. You'd be building HR to match, not propping it up.
• Room to grow with the company. Acquisitions are likely, and each one widens your scope.

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