Human Resources Manager

We are committed to building a workplace where everyone feels heard and respected, and extending our culture of care so that every individual can reach their full potential. We want you to have a sense of belonging and feel valued for your contributions and the perspectives you bring. Summary: The People & Culture Manager serves as the primary People & Culture partner for business leaders and management teams, typically supporting Director and VP level leaders. The role is responsible for translating business and people strategy into practical solutions that strengthen organizational effectiveness, leadership capability, workforce planning, employee engagement, and business performance. Working within RES's People & Culture operating model, the P&C Manager serves as a trusted advisor and leadership coach, helping leaders navigate organizational change, talent decisions, workforce challenges, and employee relations matters. The role acts as the escalation point for complex employee relations concerns and investigations while partnering closely with Senior Strategic Partners, P&C Specialists, and Centers of Excellence to deliver integrated people solutions. This role will be hybrid requiring a minimum of 3 days in office. Requirements: Leadership Advisory & Coaching Serve as the primary People & Culture advisor to assigned business leaders and leadership teams. Build trusted partnerships and develop a deep understanding of business objectives, workforce needs, and organizational priorities. Coach leaders on leadership effectiveness, accountability, employee engagement, team performance, and culture. Influence and challenge leaders to make sound people and business decisions aligned with RES values and business objectives. Partner with leaders to build leadership capability and create high-performing teams. Organizational Effectiveness & Workforce Planning Facilitate workforce planning activities to ensure the business has the talent, structure, and capabilities needed to achieve strategic objectives. Partner with leaders on organizational design, restructuring, role clarity, team effectiveness, and workforce optimization. Assess organizational capability gaps and develop action plans to address business needs. Support implementation of business transformations, reorganizations, acquisitions, integrations, and workforce transitions. Utilize workforce analytics and people data to identify trends, risks, and opportunities. Talent Management & Succession Planning Lead talent review discussions and succession planning activities for assigned client groups. Partner with leaders to identify high-potential talent and critical successor pipelines. Support talent assessment and organizational capability reviews. Develop strategies to improve retention, engagement, leadership development, and workforce readiness. Facilitate annual people processes including talent reviews, salary reviews, performance management, and engagement action planning. Employee Relations & Investigations Serve as the escalation point for complex, sensitive, and high-risk employee relations matters. Lead investigations involving harassment, discrimination, retaliation, ethics concerns, policy violations, and other significant workplace issues. Partner with Legal and business leaders to manage risk and ensure compliance with employment laws and company policies. Determine investigation outcomes and provide recommendations regarding corrective action and organizational risk mitigation. Identify trends from employee relations matters and proactively implement solutions to address systemic issues. Change Leadership Implement the people aspects of organizational change initiatives. Partner with leaders to assess organizational readiness and develop change management strategies. Support communication planning and leadership alignment during periods of change. Coach leaders through workforce impacts associated with organizational changes and business transformation initiatives. Team Collaboration & Capability Building Partner with Senior Strategic Partners to implement people strategies within assigned business areas. Provide guidance and mentorship to P&C Specialists. Serve as a resource and escalation point for employee relations, investigations, workforce planning, and organizational effectiveness matters. Collaborate with Shared Services and Centers of Excellence to ensure effective delivery of People & Culture services and programs. Recommend improvements to People & Culture programs, processes, and operating model effectiveness. Attends work regularly and punctually, as scheduled or expected. Complies with Employee Handbook, Code of Conduct and Company Policies & Procedures. Lead strategic People & Culture projects and continuous improvement initiatives with the Americas region. Support enterprise-wide People & Culture initiatives as assigned. Promote and support a culture of safety, inclusion, accountability, and continuous improvement. Presents, supports, and leads-by-example with a safety and quality-oriented attitude. Safety: Follows safety and security procedures and determines appropriate action. Reports potentially unsafe conditions and uses materials and equipment properly. Qualifications: Bachelor's degree in Human Resources, Business Administration or related field is required. SHRM-CP, PHR or equivalent professional certificationis required. 7+ years ofprogressive Human Resources experience is required. 5+ years' experience ssupporting leaders in a Business Partner leadership role is required. 2+ years of experience leading workforce planning, organizational design and change management initiatives is required. 2+ years' experience m anaging complex employee relations matters and workplace investigations is required. 2+ years of experience working in multi- state environments is preferred. 2+ years' experience working in the construction, utilities, renewable energy, industrial services or other project-based field operations industry is required. Ability to travel 5-15%. Advanced knowledge of organizational effectiveness, talent management, and workforce planning. Strong employee relations and workplace investigation expertise. Advanced leadership coaching and consulting skills. Strong business acumen and organizational design capabilities. Ability to influence leaders and drive accountability at all levels of the organization. Knowledge of U.S. and Canadian employment law and HR best practices. Strong facilitation, communication, and presentation skills. Ability to lead through ambiguity and organizational change. Strong analytical and problem-solving capabilities in order to leverage people data and analytics to influence business outcomes. Ability to manage competing priorities in a fast-paced, evolving environment. Anticipated base salary range: Anticipated base salary range: $102,500 - $140,000 The final agreed upon compensation is based on individual education, qualifications, experience, and work location. This position is bonus eligible. RES offers benefits that are effective first day of employment. These benefits include the following: Medical, Dental and Vision Health Savings Account with employer contribution Flexible Spending Accounts 4x pay Basic Life and Voluntary Life Short and Long Term Disability Accident, Hospital, and Critical Illness 401 (k) plan with 6% company match 4 weeks Paid Time Off (PTO) and 10 Paid Holidays Tuition Reimbursement and Green Car Reimbursement Volunteer and Charity Matching Paid Parental Leave and Paid Sabbatical Leave Employee Referral Bonus Employee Discounts and Wellness programs Wellness Reimbursement Physical requirements and environment: Rarely: Climbing, crouching, kneeling, pulling/pushing/lifting between 5-15lbs., and stooping are required. Occasionally: Carrying 5-15lbs., gripping, handling, pinching, and walking are required. Frequently: Standing is required. Constantly: Reading, grasping, hearing, reaching, vision, repetitive motion, and sitting is required. Rarely exposed to extreme cold, heat, and humidity, and wet climates, in the working environment. Occasionally exposed to noise and hazards in the work environment. We maintain a drug-free workplace. Candidates will be required to pass a pre-employment background investigation and drug test as a condition of employment. RES is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. #LI-Hybrid #J-18808-Ljbffr