Human Resources Generalist

Base Pay $60,000.00 - $70,000.00 / Year Employee Type Exempt - Full Time Why This Role Exists A-1 Electrical has been doing electrical work the same right way since 1973. Today we run roughly 180 people across the New Orleans market, with revenue in the $45–50M range. Our field management — Foremen, Field Managers, Project Managers, and the General Superintendent — is the engine of the company. Their time on a job site, managing scope, coordinating crews, and keeping projects on schedule and on budget is the direct mechanism by which A-1 earns its margin. Yet a significant portion of every field manager’s week gets consumed by people-management work that has nothing to do with generating revenue: writing up an attendance pattern, mediating a crew conflict, fielding pay questions, screening applicants, hand-walking a new hire through onboarding. None of it is wrong work — but most of it is not the work field managers were hired to do. What You’ll Own The role splits roughly 60% recruiting, 30% field partnership, 10% compliance and reporting. Specifics: 1. Recruiting (about 50% of your time) Run full-cycle recruiting for trades positions — electricians, helpers, apprentices, and field management roles. From kickoff meeting with the hiring manager through accepted offer. Source candidates across multiple channels: NOCC, Clover, high-school trades partnerships, referrals, online job boards, ATS pipelines, and direct outreach. Build the pipeline; do not wait for it. Run the hiring kickoff with each Field Manager or General Superintendent before posting. Define the role, the success criteria, the must-haves, and the timeline. No req goes live without one. Phone-screen every applicant before scheduling with the hiring manager. The hiring manager’s time is the most expensive part of the funnel — protect it. Coordinate background checks, drug screens, and references through our credentialed vendor. Track every candidate to closure. Make offers and manage negotiation within agreed bands. Document everything. Hand off cleanly to the Payroll & Benefits Coordinator for new-hire paperwork. Make sure Day 1 happens without surprises. Track and report recruiting metrics: time-to-fill, source quality, offer acceptance rate, 90-day retention. Bring the data to the monthly leadership meeting. 2. Field Partnership (about 35% of your time) Be the first call when a Foreman or Field Manager has a people situation — attendance, conflict, performance, complaint. They call you, you handle it, they get back to running the job. Run structured mediation when crew conflicts surface. Both parties heard separately, ground rules established, resolution documented. The Foreman is briefed on the outcome — not the process. Coach Foremen and Field Managers through corrective action conversations. Walk them through the structure, sit in if they want, document the conversation, follow through on the warning. Own the 30/60/90-day onboarding review for every new hire. Structured check-ins, performance observations, recommendation to continue or course-correct. Visit job sites regularly. Walking a job is how you build trust. The Foreman who sees you in the field will call you when something happens; the one who has only ever met you in the office will not. Maintain the documentation library for all disciplinary actions and field-facing employee relations matters. 3. Compliance, Onboarding & Reporting (about 15% of your time) Manage I-9, employment eligibility, and basic compliance documentation in coordination with the Payroll & Benefits Coordinator. Support OSHA and workers’ comp documentation related to new hires and post-incident administration. Report monthly on recruiting funnel, escalations handled, and trends to the Director of Human Resources. What We’re Looking For Required 4+ years as an HR generalist, with at least 1 year in a recruiting-heavy role. Demonstrated experience running full-cycle recruiting — sourcing through offer. Working knowledge of EEOC, FCRA, FLSA, and Louisiana employment law basics. Experience with applicant tracking systems and HRIS platforms. Strong written documentation skills. You will write a lot of warning letters, investigation summaries, and offer letters — and they will be read by lawyers if anything goes sideways. Comfort visiting active construction job sites. You will wear PPE; we will provide it. Bachelor’s degree in HR, Business, Psychology, or a related field — OR equivalent professional experience that demonstrates the same level of judgment. Strongly preferred Construction, trades, or blue-collar industry experience — hiring electricians, plumbers, carpenters, mechanics, manufacturing operators, or similar. Experience supporting a field workforce — not just an office workforce. Familiarity with apprenticeship programs and trades training pipelines. #J-18808-Ljbffr GOEBEL FIXTURE COMPANY