HR Manager

Job Description

Job Description

Position Summary 

The Human Resources Manager is accountable for the design, enforcement, and ongoing effectiveness of the company’s people function. This role ensures the workforce is properly staffed, legally compliant, consistently managed, and aligned with the business's operational and financial needs. 

This role is accountable for ensuring that job expectations, people policies, benefits, and culture remain aligned with the company’s mission, operational reality, and long-term goals. 

1. Workforce Planning & Staffing Accountability 

The Human Resources Manager is accountable for ensuring the organization maintains a stable, qualified workforce aligned with current and anticipated operational needs. 

This includes accountability for: 

• Maintaining a continuous recruiting pipeline for carpenters, installers, drivers, warehouse staff, estimators, project managers, and other key office roles 

• Anticipating staffing risks related to turnover, growth, seasonality, and skill gaps 

• Ensuring all roles have current, clearly defined job descriptions tied to performance expectations 

• Supporting leadership decisions with accurate staffing and labor data 

2. Employment Compliance & Documentation Accountability 

The Human Resources Manager is accountable for ensuring all employment relationships are legally compliant, properly documented, and defensible. 

This includes accountability for: 

• Employment eligibility and classification accuracy 

• Complete and current employee personnel files 

• Consistency between employment records, payroll data, and benefit enrollment 

• Timely response to documentation requests related to audits, claims, or disputes 

3. Performance Management & Accountability Support 

The Human Resources Manager is accountable for ensuring performance management is consistent, documented, and enforceable across the organization. 

This includes accountability for: 

• Enforcing performance review cadence for all applicable roles 

• Supporting supervisors with documentation standards and expectations 

• Identifying patterns of underperformance, repeat discipline, or unmanaged issues 

• Ensuring performance conversations are recorded and actionable 

4. Retention & Workforce Stability 

The Human Resources Manager is accountable for stabilizing the workforce and reducing preventable turnover, particularly in critical roles across carpentry, installation, and project management. 

This includes accountability for: 

• Tracking and analyzing turnover by role, tenure, and department 

• Identifying systemic drivers of voluntary turnover 

• Providing leadership with actionable retention insights 

• Supporting initiatives that improve workforce continuity and engagement 

5. Safety & Employment Risk Administration 

The Human Resources Manager is accountable for the people-side administration of safety and risk, ensuring the company is prepared to respond to incidents, claims, or audits. 

This includes accountability for: 

• Employment-related safety documentation and training records 

• Workers’ compensation reporting and coordination 

• Incident documentation completeness and timeliness 

• Supporting leadership with risk visibility and trend analysis 

6. Human Resources Reporting & Leadership Visibility 

The Human Resources Manager is accountable for providing leadership with accurate, timely, and actionable people-related information. 

This includes accountability for: 

• Workforce metrics supporting planning and decision-making 

• Clear visibility into staffing risk, compliance gaps, and performance trends 

• Reducing reactive Human Resources escalations through proactive reporting 

Experience 

• Minimum 5 years of progressive Human Resources experience 

• Construction, manufacturing, or skilled-trades workforce experience strongly preferred 

Credentials 

• Bachelor’s degree in human resources, Business Administration, Management, or related field 
  or equivalent experience in Human Resources leadership 

• Professional Human Resources Certifications 

• PHR® – Professional in Human Resources (HRCI), or 

• SPHR® – Senior Professional in Human Resources (HRCI), or 

• SHRM-CP® – SHRM Certified Professional, or 

• SHRM-SCP® – SHRM Senior Certified Professional 

Knowledge 

• Maryland and federal employment law fundamentals 

• Wage & hour compliance and classification standards 

• Human Resources practices in hourly, multi-role environments 

Skills 

• Strong attention to detail and follow-through 

• Ability to enforce standards consistently 

• Clear written and verbal communication 

• Independent judgment with appropriate escalation 

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.