HR Manager

Position Summary The HR Manager will be responsible for leading, managing, and executing the HR function, developing and evaluating human‑resource initiatives that support organizational strategic goals, and overseeing staff operations, business planning, and budget development of HR programs. The role plans and executes all human resources initiatives, recruitment, compensation, benefits, training, and employee relations. This position will lead a team of HR professionals, ensuring policies, procedures, and HR programs are consistently administered and aligned with organizational goals and federal, state, and local regulatory requirements. The role is based in Edinburg, TX and reports to the CEO. Responsibilities Lead a team of HR professionals and support the HR function. Manage full‑cycle recruitment, including talent acquisition, onboarding, and 100‑day plans. Develop and maintain talent‑assessment and retention programs. Partner with universities and technical schools to source future talent. Oversee compensation programs that support employee engagement and retention. Implement training and development initiatives for technical and leadership skills. Execute performance‑management processes for all levels. Provide coaching and training for leadership communication and engagement. Develop and implement organizational‑development, wellness, and employee‑engagement surveys. Ensure compliance with federal, state, and local labor laws and advise managers on legal implications. Administer payroll and benefits programs. Plan and oversee the HR department budget. Develop policies, guidelines, and documentation procedures, including equal‑opportunity and employee‑record policies. Design employee‑relations policies and conduct surveys to increase job satisfaction. Schedule and approve PTO and sick leave. Address personnel issues, including conflicts, absenteeism, performance issues, disciplinary actions, and terminations. Prepare and distribute HR metric reports. Coordinate internal and external audits and implement corrective actions. Maintain and update job descriptions and succession plans. Drive data‑based decision making and technology enhancements for HR programs. Facilitate the HR management process, mandatory training, and labor compliance for the U.S. and international employees. Promote company values and foster a culture aligned with firm objectives. Qualifications Bachelor’s degree in Human Resources or related field. Certification in Professional in Human Resources (PHR) is a plus. 10+ years of experience in HR, including exempt and non‑exempt employees and operator/associate level staff. Proven track record in full‑cycle recruiting, onboarding, performance management, and training. Strong understanding of benefits, compensation, payroll, strategic planning, and labor compliance in the U.S. Proficiency in Microsoft Office (especially Excel and Outlook). Bilingual English/Spanish is preferred. Strong communication, interpersonal, and coaching skills. Results‑oriented, self‑driven with strong organizational and self‑management skills. Ability to make decisions in a timely manner, hold people accountable, and collaborate across functions. Benefits Competitive salary. Medical, dental, vision (effective 1st of the month after 60 days of hire). 401(k) plan. Paid time off. Internal Contacts Managing Partners Leadership Team Director, Managers, Supervisors All employees at all levels External Contacts Payroll, benefit, and insurance companies Lawyers and HR compliance consultants Recruitment companies Training or organizational development, software companies Measures of Success No regulatory or reporting lapses. Positive feedback from employees and team members. Execution without avoidable disruption or unnecessary costs. Employee retention/turnover targets. Key performance indicators related to HR functions such as compensation/benefit metrics, service delivery, recruitment, retention, training, and workforce optimization. Other KPIs Employee turnover, engagement, retention rate, satisfaction, tenure, job abandonment cost, and turnover cost. Recruitment metrics: applications per vacancy, cost per hire, external hire rate, application source, hire ratio, offer acceptance rate, time to fill. Efficiency metrics: high‑performing employees, profit per employee, human‑capital ROI, payroll processing time, lost time accounting, performance appraisal participation rate, workload vs. complexity. About the Company IOC Company, LLC was founded in 2005 and is a family‑owned limited liability company located in South Texas. We are a heavy civil contractor specializing in transportation infrastructure projects and also produce construction materials such as sand, gravel, flex base, and other materials. Our core values are PEOPLE, EXCELLENCE, PASSIONATE, INTEGRITY, and OWNERSHIP. IOC Company LLC is an equal‑opportunity employer and a drug‑free workplace. #J-18808-Ljbffr