Human Resources Manager

Job Description

FLSA Classification

\n

Exempt

\n

Compensation

\n

105,000-125,000 base range, plus 10% bonus

\n

Reports to

\n

Chief Financial Officer, with close partnership with the CEO

\n

Direct Reports

\n

None initially; the function may grow as the platform does

\n

Location

\n

Indian Trail, NC (hybrid), with travel to company offices and job sites across the Southeast

\n

\n

About Reynolds Fence & Guardrail

\n

\n

Founded in 1983 and headquartered in Indian Trail, North Carolina, Reynolds Fence & Guardrail (RFG) is a multi-state highway specialty subcontractor. We install guardrail, fence, high-tension cable barrier, signs, and traffic control on DOT and general-contractor-let work across the Southeast, including North Carolina, South Carolina, Georgia, and Tennessee.

\n

With the addition of Atwood Fence, RFG is becoming a multi-company platform. We are investing in senior leadership, shared operating and pricing standards, and our own internally developed bidding and project management software to support the next stage of growth.

\n

\n

Position Summary

\n

\n

We are hiring an HR Manager to be our first dedicated HR hire, building one consistent, scalable people function across every company on our platform. The heart of the role is workforce: making sure every crew is staffed with the right people, set up to work safely and well from day one, and able to see a path to grow here.

\n

This is a hands-on, platform-wide role. You will run the day-to-day (hiring, onboarding, employee relations and compliance) while building the processes, policies and systems we need to grow from roughly 200 people to several times that through acquisitions, including our move to Miter for payroll and HR early next year. You will partner with our CFO, CEO and company leaders, and be a visible, trusted presence for crews in the field.

\n

Payroll processing, benefits enrollment and the safety program stay with their current teams, and you will partner closely with each.

\n

\n

First-Year Priorities

\n

In the first 12 months, success in this role looks like:

\n

• Employee concerns and issues routed through one clear point of contact, rather than straight to senior leaders.

\n

• A platform-wide process for requesting and filling field positions, with an open-roles tracker, live within the first 60 days.

\n

• A prioritized HR compliance gap assessment delivered, with the most urgent gaps closed.

\n

• A standard onboarding checklist, with safety built in, in use across companies within 90 days, and a consolidated handbook finalized with employment counsel.

\n

• Core HR processes documented in a shared playbook that others can follow without you.

\n

• All companies onboarded to Miter, with digital onboarding and employee self-service live.

\n

• Pay ranges and a documented raise process in place for field and office roles.

\n

• A first performance and career-path process running.

\n

• The people side of at least one acquisition supported, from onboarding new employees to moving them onto our systems.

\n

\n

Responsibilities

\n

\n

Workforce Planning & Hiring

\n

• Build and run one platform-wide process for filling field openings, from a project manager flagging a crew gap to a qualified person on site.

\n

• Own our temp staffing partnerships (including conversion of temps to full-time) and external recruiters, holding them to clear service levels.

\n

• Maintain the org chart, job descriptions and an open-roles tracker; lead or coordinate hiring for office and management roles.

\n

• Develop sourcing strategies for new and hard-to-fill markets as we expand into new states.

\n

\n

Onboarding & Offboarding

\n

• Own the full employee lifecycle paperwork end to end: offer, I-9 and E-Verify, pre-employment screening, motor vehicle record checks, driver authorization and employee files.

\n

• Design a consistent onboarding experience for field and office hires that runs through safety from the start, in partnership with Safety and Operations.

\n

• Run clean exits: payroll notification, benefits termination, COBRA, and, for office staff, equipment return and system access removal with IT, where applicable.

\n

\n

Employee Relations

\n

• Be the single point of contact for employee concerns, conflicts, investigations and discipline across all companies, so issues stop routing straight to senior leaders.

\n

• Coach project managers and foremen to handle issues consistently and document decisions.

\n

• Partner with outside employment counsel on complex or high-risk matters.

\n

\n

HR Compliance

\n

• Keep us proactively compliant across a growing multi-state footprint: I-9, EEO-1, ACA reporting, leave (including FMLA), wage and hour, labor law postings at every location and unemployment claims.

\n

• Partner with Safety on the drug and alcohol program and DOT driver qualification files, and with Finance on prevailing wage rate setup for public jobs.

\n

• Standardize how employee records are kept, stored and retained.

\n

\n

Policies, Processes & Handbook

\n

• Consolidate our company handbooks into one platform handbook with clear, practical policies, including PTO and expense reimbursement, and roll it out to office and field.

\n

• Write policies people actually follow: pragmatic, consistent and easy to explain to a crew.

\n

• Document HR processes as you build them, in a shared, easy-to-follow playbook, so knowledge is never held by one person and the function keeps running through absences, turnover and growth.

\n

\n

Compensation & Benefits

\n

• Implement pay ranges for field and office roles and run a clear, documented process for raises and promotions.

\n

• Drive our benefits and retirement strategy and our relationships with benefits brokers and 401(k) providers, working alongside the CFO and CEO, including plan consolidation across companies. Transactional benefits administration stays with Payroll.

\n

\n

Performance & Career Growth

\n

• Introduce a simple, field-friendly performance process that captures how people are progressing and why.

\n

• Work with Operations to build a repeatable field training program and visible career paths, from laborer to foreman and beyond.

\n

\n

HR Systems & Data

\n

• Lead the HR side of our Miter rollout and own it as the HR system of record: digital onboarding, employee self-service, documents and training records.

\n

• Partner with our CTO on integrations with BidBoost and on getting field employees onto the app.

\n

• Produce reliable headcount, turnover and labor reporting for leadership.

\n

\n

Acquisitions & Organizational Change

\n

• Support integration of acquired companies and other organizational changes, in partnership with leadership: onboarding new employees, moving them onto our policies, benefits and systems, and helping teams through the transition.

\n

\n

Key Partnerships

\n

• Individual contributor role with no direct reports initially; you lead through influence with leaders, project managers and foremen.

\n

• Finance & Payroll: they own payroll processing, tax filings, certified payroll reports and benefits enrollments; you connect on new hire and pay change data, prevailing wage rates, ACA data and Miter setup.

\n

• Safety: they own the safety program, OSHA reporting, workers’ comp claims and safety training; you connect on onboarding, drug and alcohol testing, DOT files and discipline for safety violations.

\n

• Operations (VP of Operations and project managers): they run crews and technical training; you connect on staffing needs, the field training program, performance input and employee relations.

\n

• Technology (CTO and managed IT): they own BidBoost, integrations, devices and accounts; you connect on the Miter integration, system access on hire and exit, and HR reporting.

\n

\n

Core Competencies

\n

• Drives Results – Constantly achieving results, even under tough circumstances.

\n

• Ensures Accountability – Holding self and others accountable to meet commitments.

\n

• Optimizes Work Processes – Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.

\n

• Collaborates – Building partnerships and working collaboratively with others to meet shared objectives.

\n

• Navigates Ambiguity – Making sound calls and moving forward without a perfect playbook, and keeping people updated along the way.

\n

• Communicates Proactively – Telling people what is happening and why, and never assuming someone else passed it on.

\n

• Builds Trust in the Field – Being patient, plain-spoken and respectful with crews, showing up on job sites, and bridging the gap between office and field.

\n

• Business Insight – Understanding how we win and deliver work, and designing policies that are consistent but realistic for a field workforce.

\n

\n

QualificationsRequired

\n

• Bachelors and 5+ years of progressive HR experience, including 3+ years as a generalist or HR lead owning the function end to end.

\n

• Experience supporting a large hourly, field-based workforce in construction, skilled trades, transportation, energy or a similar industry.

\n

• Proven record of building HR processes and policies from scratch, not just running existing ones.

\n

• Hands-on multi-state employment compliance experience, including I-9/E-Verify, ACA, leave and wage and hour.

\n

• Experience implementing or administering an HRIS or payroll platform.

\n

• Sound judgment on employee relations and investigations, with a pragmatic, business-first approach.

\n

\n

Preferred

\n

• Bilingual in English and Spanish.

\n

• Experience in a fast-growing, PE-backed or acquisitive company.

\n

• Familiarity with prevailing wage, Davis-Bacon, temp-to-hire staffing, DOT drug and alcohol programs or construction payroll platforms such as Miter.

\n

\n

Compensation & Benefits

\n

• Competitive base salary and annual performance bonus, commensurate with experience.

\n

• Medical, dental, vision, 401(k) and paid time off.