Human Resources Manager

SUMMARY

The Human Resources Manager serves as a strategic HR leader responsible for overseeing key people functions, including onboarding, employee relations, and ethics compliance, within a business in the Built Environment pillar. This role partners closely with business leaders to ensure HR practices align with organizational objectives and support growth initiatives, including mergers and acquisitions (M&A). The HR Manager ensures that HR strategies across the Built Environment pillar align with the firm’s mission to deliver sustainable, high-performance solutions while fostering professional growth and maintaining a culture of integrity, collaboration, and technical excellence.

DUTIES AND RESPONSIBILITIES:

Leadership & Strategy

• Partner with senior management to align HR initiatives with corporate goals and business strategy.
• Develop, implement, and refine HR policies and procedures to promote consistency and operational excellence.
• Mentor and develop HR team members to foster a high-performing and service-oriented HR function.

Employee Relations & Ethics

• Serve as a trusted advisor to managers and employees on employee relations matters, ensuring fair, consistent, and legal compliant outcomes.
• Serve as the primary point of contact and trusted advisor for all employee relations matters, providing guidance to managers and employees on performance management, workplace conduct, policy interpretation, conflict resolution, and corrective action.
• Lead and manage investigations into employee concerns, complaints, and allegations, including harassment, discrimination, retaliation, and policy violations, ensuring timely, thorough, and well-documented outcomes.
• Oversee and administer disciplinary processes, including counseling, written warnings, performance improvement plans, and terminations, ensuring consistency, fairness, and legal compliance.
• Provide coaching and training to managers on effective employee management, documentation best practices, difficult conversations, and compliance with employment laws.
• Proactively identify employee relations risks and trends, recommend preventative strategies, and support leaders in maintaining positive team dynamics and engagement.
• Partner closely with legal, compliance, and senior leadership to mitigate risk, manage sensitive employee matters, and uphold ethical and professional standards across the organization.

Talent Acquisition & Workforce Planning

• Partners with the BE Talent Acquisition Manager to support hiring efforts for technical professional roles, ensuring coverage across all resource needs.
• Works in partnership with hiring managers and the BE Talent Acquisition Manager to develop strategies for hard-to-fill and specialty technical roles, leveraging creative sourcing and university relations.
• Partners with leadership and the BE Talent Acquisition Manager to analyze talent trends and workforce metrics to anticipate staffing needs across projects and business lines and support organizational growth.
• Works with internal HR, hiring teams, and leadership to support and evolve the internship program, ensuring a strong pipeline of early-career talent.

Onboarding & Employee Experience

• Assist the corporate onboarding team in delivering a seamless and engaging experience for new hires.
• Continuously improve onboarding programs to enhance employee engagement, retention, and integration into the firm’s culture and mission.
• Coordinate with project and operations leaders to align onboarding with safety, compliance, and technical training requirements.

Mergers & Acquisitions (M&A)

• Support HR due diligence and integration activities for mergers, acquisitions, and divestitures.
• Collaborate with leadership to assess organizational impact, align HR policies, and ensure smooth transitions for acquired employees.

Immigration Support

• Supports and collaborates with the corporate immigration team to assist with immigration matters within the BE pillar, ensuring timely coordination and compliance.

( The specific statements shown in each section of this description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job.)

REQUIRED SKILLS/ABILITIES:

• Strong interpersonal and communication skills with the ability to connect with technical and professional staff at all levels.
• Excellent problem-solving skills.
• Proven ability to influence and build strong relationships across all levels of the organization.
• Strong analytical and decision-making skills.
• High level of integrity and discretion in handling confidential information.
• Highly organized with strong attention to detail.
• Ability to understand, interpret, and apply relevant laws, regulations, policies, and guidelines.
• Capacity to develop a comprehensive understanding of the organization’s structure, job functions, qualifications, compensation practices, and related administrative processes.
• Effective time management skills with a demonstrated ability to meet deadlines.
• Ability to collaborate with integration and corporate HR team during mergers or acquisitions.
• Ability to thrive in a fast-paced, dynamic environment.
• Proficient in Microsoft Office Suite and other relevant software tools.

EDUCATION AND EXPERIENCE:

• Bachelor’s degree preferred.
• 10+ years of experience in employee partnership and leadership roles, with a strong understanding of organizational structure and workplace culture.
• Strong knowledge of employment laws, HR best practices, and compliance requirements.
• Demonstrated experience in talent acquisition, employee relations, and HR operations.
• Experience supporting M&A activities.
• In-depth knowledge of business operations within a complex or specialized industry environment.
• Familiarity with performance management processes, including goal setting, review cycles, talent development programs, and recruiting, hiring, and onboarding procedures.

SUPERVISORY RESPONSIBILITIES:

This position does not have supervisory responsibilities.

PHYSICAL REQUIREMENTS:

The physical requirements listed below represent the minimum standards that an employee must meet to perform the essential functions of this role successfully. Reasonable accommodations can be made to enable individuals with disabilities to perform these functions.

• Regularly required to sit, use hands, and communicate verbally.
• Occasionally required to stand, walk, and reach with hands and arms.
• Must occasionally lift and/or move up to 25 pounds.