Senior Human Resource Manager

Department: Human Resources Location: Remote (Midwest Preferred); Hybrid/On-Site Available in Piedmont, SD Reports To: Director of Human Resources Type: Full-Time / Exempt

VISION

Make Clean Energy Easy.

MISSION

Deliver Quality Energy Systems — On Budget and On Time.

ABOUT GENPRO

GenPro Energy Solutions is a nationally recognized renewable energy EPC contractor dedicated to building the infrastructure that powers stronger communities and a more resilient energy future. We are a team of builders, problem-solvers, innovators, and leaders who take pride in delivering complex projects safely, efficiently, and with unwavering integrity. Our reputation has been earned through consistent execution, trusted partnerships, and a commitment to excellence in everything we do. At the heart of our culture is a simple belief: People First. We recognize that exceptional projects are built by exceptional people, and our success begins with the talented individuals who bring expertise, dedication, and character to every job site, office, and customer interaction. By investing in our employees, supporting their growth, and empowering them to lead, we create teams capable of delivering on our vision: On Budget. On Time. We seek individuals who are driven by purpose, energized by challenges, and motivated to make a lasting impact. At GenPro, you will work alongside talented professionals who are passionate about their craft, committed to continuous improvement, and united by a shared mission to serve our customers, communities, and one another. If you are looking for an opportunity to build a meaningful career while helping shape the future of American energy infrastructure, we invite you to explore a future with GenPro.

POSITION SUMMARY

The Senior Human Resources Manager is a strategic partner to the Director of Human Resources, supporting the development of GenPro's recruitment strategy while owning its day-to-day execution, along with employee relations, training and development, HR compliance and government reporting, and HR data and technology initiatives across the organization. This role is pivotal in building scalable recruiting infrastructure to support GenPro's field and office growth, providing hands‑on guidance to managers on performance and employee relations matters, ensuring accurate and timely government workforce reporting, and delivering data‑driven reporting to the Executive team. The ideal candidate combines strong recruiting instincts, HR technology fluency, and a proactive approach to building processes that scale as the company grows — allowing the Director of Human Resources to focus on enterprise strategy and executive‑level initiatives.

PAY GRADE RANGE

$100,000 – $115,000 base salary, commensurate with experience and qualifications.

KEY RESPONSIBILITIES

Recruitment Strategy & Talent Acquisition Support the Director of Human Resources in developing GenPro's recruitment strategy and own the day‑to‑day management and execution of that strategy across field construction, project management, and corporate office roles. Manage a pipeline of 10 or more open requisitions at any given time, tailoring sourcing approaches to high‑volume field/craft labor hiring as well as specialized office and professional‑level recruitment. Serve as the primary administrator of the company's applicant tracking and HRIS recruiting tools (ADP and related platforms), maintaining accurate requisition tracking, candidate pipelines, and reporting. Build and maintain standardised interview guides, scorecards, and hiring manager toolkits to improve consistency, quality of hire, and speed‑to‑fill. Partner with the Director of Human Resources, field leadership, and project management to anticipate staffing needs and execute on hiring plans tied to project awards, schedules, and seasonal demand. Manage relationships with external recruiting agencies, job boards, and staffing partners as needed to support high‑volume hiring periods. Track and report recruiting metrics (time‑to‑fill, cost‑per‑hire, source of hire, offer acceptance rate) to support workforce planning and Executive‑level reporting. Support succession planning and internal talent pipeline development for key field and office positions in partnership with the Director of Human Resources. Employee Relations & Manager Support Serve as a trusted, day‑to‑day resource for employee relations matters, providing hands‑on guidance and coaching to supervisors and employees. Support the Director of Human Resources on complex or high‑level employee relations investigations, disciplinary actions, and terminations. Own the administration of Performance Improvement Plans (PIPs), coaching supervisors on documentation, delivery, and consistent follow‑through. Support the annual and ongoing performance review process, including manager preparation, calibration, and documentation quality. Provide training and coaching to managers on effective employee relations practices, difficult conversations, and performance management. Conduct exit interviews and analyse turnover trends, providing the Director of Human Resources with insight and recommendations to support retention. Training & Development Own the company's training and development function, including managing external training vendors and coordinating training calendars. Administer the Learning Management System (LMS) within ADP, including course assignments, completion tracking, and reporting. Partner with the Safety/HSE team to schedule, coordinate, and track required safety training for field employees. Develop entry‑level training content and materials for both field and office employees, in partnership with subject matter experts. Identify training gaps and recommend programmes to support employee development, cross‑training, and leadership growth. Serve as a super‑user of HRIS/ADP systems, driving data integrity, reporting accuracy, and process automation. Build recurring and ad‑hoc reports for the Executive team on headcount, turnover, recruiting activity, and workforce trends. Lead the creation and documentation of HR standard operating procedures (SOPs) to support consistency and scalability as the company grows. Drive improvements in HR data organisation, recordkeeping, and retention practices. Identify and implement opportunities to use AI and other emerging technologies to automate manual HR processes and create greater efficiency across the department. HR Compliance & Government Reporting Support the organisation's compliance with federal, state, and local employment laws and regulations, including FLSA, EEO, HIPAA, and other applicable labour and employment requirements. Prepare and submit required government workforce reporting, including annual EEO‑1 reporting, VETS‑4212 filings, and other federal, state, or local reporting obligations, in coordination with the Director of Human Resources. Assist in administering HR compliance programmes, audits, and reporting requirements in collaboration with the Director of Human Resources. Prepare and maintain HR compliance documentation, including I‑9/E‑Verify audits, employee file audits, and other required regulatory records. Support leave of absence administration and the ADA interactive accommodation process in partnership with the Human Resources team. Serve as secondary support for unemployment claims administration, including documentation and hearing preparation as needed. Monitor regulatory updates and help assess potential impacts to HR policies, procedures, and compliance practices. HR Policy & Handbook Management Own the ongoing review, drafting, and revision of the employee handbook and company‑wide HR policies, in close collaboration with the Director of Human Resources, ensuring alignment with current employment law and evolving business needs. Lead the development, implementation, and continuous improvement of HR policies, procedures, and programmes across the organisation, partnering with the Director of Human Resources and department leaders to support operational efficiency and regulatory compliance. Manage the full policy update lifecycle, including drafting revisions, coordinating Director and leadership review, communicating changes to employees and managers, and tracking acknowledgement and sign‑off. Maintain version control and a centralised record of all HR policy and handbook documentation to ensure the organisation always has a single source of truth. Serve as the primary point of contact for manager and employee questions on policy interpretation and application, escalating novel or higher‑risk situations to the Director of Human Resources. Maintain the highest level of confidentiality, professionalism, and integrity when handling employee records, investigations, and other sensitive employee or compliance‑related information. Compensation & Workforce Insights Support the Director of Human Resources with compensation benchmarking, job evaluations, and pay equity analysis to ensure internal equity and market competitiveness. Support employee engagement survey administration and help translate results into actionable recommendations. Benefits & Cross‑Functional Support (Limited) Serve as a cross‑trained backup for core benefits administration, workers' compensation, and onboarding functions. Provide coverage support to ensure continuity of HR operations during absences, peak periods, or open enrollment.

EDUCATION

Bachelor's degree in Human Resources, Business Administration, or a related field preferred. Equivalent combination of education and progressive, relevant HR experience will be considered in lieu of a degree.

REQUIRED QUALIFICATIONS

7 or more years of progressive Human Resources experience, with demonstrated ownership of recruitment execution, employee relations, and strategic HR support. Proven experience managing a requisition load of 10 or more concurrent openings across both field/craft and office/professional roles. Strong background in employee relations, including Performance Improvement Plans, performance management, and manager coaching. Experience owning or significantly supporting training and development programmes, including LMS administration. Working knowledge of EEO‑1, VETS‑4212, or similar government workforce reporting requirements strongly preferred. Experience with I‑9/E‑Verify compliance, leave administration, and the ADA interactive process preferred. SHRM‑CP or SHRM‑SCP certification preferred. Demonstrated data analytics and reporting capability, with comfort building dashboards and Executive‑level reports. Familiarity with AI and other emerging HR technologies, with a demonstrated ability to identify and implement tools that create efficiency within the HR function. Experience with ADP Workforce Now or similar HRIS/ATS platforms required. Construction, EPC, or field‑based workforce recruiting experience strongly preferred.

SKILLS & ABILITIES

Strong recruiting instincts with the ability to build and manage a high‑volume requisition pipeline without sacrificing candidate experience. Comfortable coaching managers through difficult employee relations conversations, PIPs, and performance discussions. Solid working knowledge of employment law and government compliance reporting requirements (EEO, VETS‑4212, I‑9/E‑Verify). Technology‑savvy, with strong Excel/Office skills and the ability to build clear, Executive‑ready reports and dashboards. Comfortable adopting AI tools and other new technologies to drive efficiency and innovation within the HR function. Excellent organisational skills with the ability to manage multiple priorities and competing deadlines in a fast‑paced, growing environment. Strong written and verbal communication skills, with the ability to support both office and field‑based employees. Sound judgement, discretion, and professionalism when handling confidential employee information. Process‑oriented mindset with a track record of building or improving SOPs, workflows, and documentation. Ability to balance hands‑on execution with process improvement and operational efficiency initiatives.

CORE COMPETENCIES

Passion for People‑Centred Leadership. Recruitment & Talent Strategy. Employee Relations Expertise. Regulatory & Compliance Awareness. Data‑Driven Decision Making. Collaboration & Relationship Building. Results Orientation. Adaptability & Growth Mindset.

WORK ENVIRONMENT

Work environment and physical demands are expected as follows: This is a remote or hybrid role, with a preference for candidates based in the Midwest; on‑site work from GenPro's corporate office in Piedmont, SD is also available for candidates who prefer it. Standard working hours are Monday through Friday, 7 or 8:00 AM – 4 or 5:00 PM. Occasional travel to field/job sites may be required to support recruiting, training, and employee relations needs. Occasional lifting of office supplies or materials may be required. Applicants being considered for hire must pass a background check and drug test before beginning work. Refusal to submit to a background check or drug testing will result in disqualification of further employment consideration. The information contained in this position description describes the general nature and level of work being performed in this job. This description is not intended to be an all-inclusive list of responsibilities, duties, and requirements for employees in this position. The incumbent is responsible for performing all duties in a safe and efficient manner in compliance with safe work procedures and safety regulations. This job description is not intended to constitute an offer or contract of employment. Job descriptions may and do change periodically. GenPro Energy Solutions is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. #J-18808-Ljbffr GenPro Energy Solutions