HR Manager

Position Context This role is being hired at the HR Manager level (operational, hands-on, supervises HR staff, runs day-to-day people functions) with a defined development path into the HR Director seat (strategic, advises executive leadership, designs comp and talent strategy, architects how HR supports the long-term business). The split is intentional. We are filling the operator seat now and growing the architect over time. Trait Profile What We Are Actually Hiring For Composure under pressure. Stays neutral when a foreman is loud, a leader pushes back, or an employee gets emotional. Adult-to-adult communicator. Treats employees as capable, not fragile. Delivers hard news cleanly without softening into mush or hardening into cruelty. Field credibility. Earns trust on the jobsite through reliability and follow-through. Principled judgment. Holds the line when policy and symmetry conflict. Distinguishes caring about an outcome from being responsible for one. Original problem-solver. Has a real point of view on people practices. Pushes back when leadership is wrong, supports when leadership is right. Self-aware operator. Knows their own tendencies and has built explicit practices to manage them. Core Responsibilities E X E C U T I O N ( D O E R ) Run day-to-day HR: recruiting, onboarding, discipline, employee relations, offboarding Coordinate with HR Council, payroll, and safety on cross-functional matters affecting employees and crews Enforce policy consistently across field crews and office staff Own compliance: federal and Ohio labor law, prevailing wage, OSHA recordkeeping, I-9, FMLA, ADA Investigate and resolve employee relations issues with documented, defensible decisions Maintain company handbook and policies L E A D E R S H I P ( S U P E R V I S O R ) Manage and develop HR coordinators, recruiters, and generalists Visible jobsite presence at active projects on a monthly cadence minimum Partner with operations leadership on workforce planning and crew issuesOwn employee evaluations, performance reviews, and ongoing training programs across the workforce Serve as a steady, calm, and a neutral resource during escalations and crises Required Experience & Qualifications Five to eight years of progressive HR experience, with at least three years supporting a non-corporate workforce: construction, manufacturing, distribution, military, mining, or similar trade-heavy environments. Pure office HR experience is not preparation for this role. Demonstrated track record managing employee relations, terminations, investigations, and difficult conversations without drama or escalation. Working knowledge of OSHA recordkeeping, workers compensation processes, drug and alcohol testing programs, and Ohio labor law (prevailing wage and ESOP exposure preferred). PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Bachelor’s degree in HR, business, or related field, or equivalent operational experience. #J-18808-Ljbffr