HR Manager

Purpose The HR Manager- Cross-Functional Support provides flexible HR support and is responsible for aligning business objectives with employees and management across a group of business units. The position serves as a consultant to management on human resource-related issues. The successful HR Manager acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HR Manager seeks to develop innovative solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HR Manager maintains an effective level of business literacy about the assigned business unit's financial position, strategy, and competition. Focus & Scope Essential duties and responsibilities, i.e. those which are basic, necessary, and an integral part of the job, are indicated below: Conducts frequent meetings with the leadership of each assigned business unit to understand needs, challenges, and opportunities. Quickly builds working knowledge of each business unit's culture, workforce composition, and operational priorities to provide relevant guidance. Proactively consults with management across assigned units, providing HR guidance tailored to each business unit's context. Analyzes trends and metrics across multiple business units to develop and recommend solutions, programs, and policies. Manages and resolves complex employee relations issues within assigned units. Conducts effective, thorough, and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risk and ensuring regulatory compliance across all supported units. Partners with legal advisors as needed. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions) across assigned business units. Works closely with management and employees in each supported unit to improve work relationships, build morale, and increase productivity and retention. Provides consistent HR policy guidance and interpretation across business units, ensuring uniform application of company policy. Works with Talent Acquisition to determine terms for new hires, promotions, and transfers within assigned units. Provides guidance and input on business unit restructures, workforce planning, and succession planning as assigned. Works closely with business unit managers to identify training and individual coaching needs across supported groups. Leads the interactive process for employees requesting workplace accommodation, partnering with the employee, manager, and legal or compliance resources as needed to identify reasonable accommodations and document the process appropriately. Partners with management on employment decisions, including hiring, promotions, transfers, and disciplinary actions, ensuring consistency, documentation, and compliance with company policy and applicable law. Supports cross-functional HR projects and initiatives that span multiple business units, serving as a connector between Corporate HR and field operations leadership. Relationships, Qualifications and Requirements, & Competencies Key Relationships Reports To: VP of Human Resources Direct Reports: None External Clients: Government Agencies, Third Party Administrators, and Outside Counsel Internal Clients: Business Unit Leadership and Management Teams, HR Shared Services, Talent Acquisition, Payroll, Legal, Labor Relations, and Safety Role Qualifications & Requirements Education: A Bachelor's degree in Human Resources, Business Administration, or applicable field or an equivalent combination of training, education, and experience. SHRM Certified Professional (SHRM-CP) or HRCI Professional in Human Resources (PHR) credential or the ability to obtain certification preferred. Experience and Industry Expertise: Minimum of 5 years progressive HR experience, with experience resolving complex employee relations issues. Experience in the construction or similar industry with a unionized environment preferred. Specific Job Requirements: Successful completion of pre-employment drug, alcohol, and background investigation. Valid Driver's License. Current on all company required safety training. Proficient with Microsoft Office Suite or related software. Experience with HRIS system and HR analytics tools. Strong knowledge of California and Nevada employment law, labor law, and HR compliance requirements. Proven experience managing complex employee relations matters and conducting workplace investigations Demonstrated ability to influence and partner with senior leadership Excellent analytical and problem-solving skills Strong business acumen with ability to understand financial statements and business metrics Experience collaborating with recruitment teams and managing compensation decisions Ability to preserve confidential and proprietary information and successfully avoid conflicts-of-interests. Experience working effectively in teams, to establish and maintain cross-functional and positive working relationships. Must be able prioritize and manage multiple assignments and recognize when to seek assistance. Travel to business unit locations in California and Nevada required. Potential for some overnight travel. Competencies Business Acumen Communication Consultation Ethical Practice Global & Cultural Awareness HR Expertise Relationship Management Equipment Used, Physical Demands, and Work Environment Equipment Used: General office equipment, telephone, automobile, personal protective equipment (i.e. safety glasses, hearing protection) when visiting plants. Physical Demands & Work Environment: The physical demands and work environment characteristics are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical: Sitting for long periods of time working on the computer or attending meetings. Job site visits require walking on uneven ground, steep slopes, and exposure to extreme temperature and/or humidity. Some lifting of materials and equipment up to 20 lbs. Work Environment: Typical office environment with adequate temperatures and lighting, low levels of noise. Demands of meeting tight deadlines. Exposed to the conditions of job sites which can include loud noise, dust, fumes, and extreme weather conditions prevalent at the time. May work various hours, including early mornings, dusk or evenings.

BASE SALARY RANGE: $125,000.00 - $175,000.00

The range displayed reflects the range the company reasonable expects to pay for the position. The actual base salary is subject to variation due to the role, level, geographic location, relevant education, training, or experience, among other factors. Employer Disclosure Statement The above statements and job description is intended to describe the nature and level of work being performed within this job. They are not intended to be an exhaustive list of all responsibilities, duties, and tasks. Other similar or additional duties are performed as assigned. Equal Opportunity Employer Teichert and its subsidiaries pride themselves on being an Equal Opportunity Employer. Individuals searching for employment at our company are considered without regards to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by federal, state or local laws. Applicants with disabilities may be entitled to reasonable accommodation. A reasonable accommodation is a change in the way things are normally done that will ensure an equal employment opportunity without imposing an undue hardship on the company. If you are an applicant with a disability, please inform Robert Maxey (View email address on click.appcast.io) if you need assistance completing any forms or to otherwise participate in the application process. Notice to Staffing Agencies Teichert, Inc. and its subsidiaries ("Teichert") will not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to Teichert, including unsolicited resumes sent to a Teichert mailing address, fax machine or email address, directly to Teichert employees, or to Teichert's resume database will be considered Teichert property. Teichert will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Teichert will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. Agencies must obtain advance written approval from Teichert's recruiting function to submit resumes, and then only in conjunction with a valid fully-executed contract for service and in response to a specific job opening. Teichert will not pay a fee to any Agency that does not have such agreement in place. Agency agreements will only be valid if in writing and signed by Teichert's Human Resources Representative or his/ her designee. No other Teichert employee is authorized to bind Teichert to any agreement regarding the placement of candidates by Agencies. #J-18808-Ljbffr Teichert, Inc.