Human Resources Manager

NOTE: AN APPLICATION MUST BE COMPLETED FOR THE JOB TITLE BELOW ON EMCOR CAREERS TO BE CONSIDERED AN OFFICAL APPLICANT FOR THE JOB OPPORTUNITY

Please double check you have the right level of experience and qualifications by reading the full overview of this opportunity below.

Job Title: Human Resources Manager

Location: Eau Claire, WI

Reports to: CEO

FLSA Status: Exempt

Company Overview

B&B Electric Inc. is a subsidiary of publicly traded EMCOR Group Inc. From our humble beginnings, we've achieved steady growth by consistently providing our customers with innovative, measured, and reliable electrical services. As we have grown with them, we have made a conscious effort to not lose a personal touch. The work ethic, strong merit-based shop culture, camaraderie, and quality consciousness of our employees all stem from the early years of our business.

You can be assured regardless of industry, you can expect the same step-by-step process to smoothly move your project from pre-construction, to design, and build out. Our laser-focused team of electricians will provide virtually unmatched expertise to help ensure we get your electrical job done on schedule and on budget.

Summary

The Human Resources Manager is a subject-matter expert for matters related to employment, recruitment and onboarding, employee relations, compensation, benefits, compliance, and training and development for the Company. This role is responsible for the administration of human resource policies to ensure compliance with all of EMCOR's policies and procedures, as well as federal, state, and local requirements.

Essential Duties and Responsibilities

Include the following. Other duties may be assigned.

HR Operations & Collaboration

• Build and maintain professional relationships with bargaining and non-bargaining staff based on mutual respect, trust, and integrity.
• Support leadership by providing guidance on employment laws, HR practices, and related workforce issues that could prevent disputes and reduce risk impact on business continuity or operations.
• Coordinate, conduct and record annual benefits open enrollment as directed by EMCOR, explain company benefits to employees, and respond to questions about benefits; assist in resolving escalated health and welfare benefits issues.
• Assist employees and managers with EAP resources when appropriate.
• Communicate with Payroll to process benefits (Medical/Dental/Life/FSA/ESPP/401k) enrollments, changes, billing and weekly deductions as required.
• Lead or participate in special HR projects as assigned, including employee engagement initiatives and events.
• Collaborate and cooperate with peers to share best business practices.

Talent Management & Recruitment

• Communicate with leadership to identify staffing needs; manage the recruiting and selection process; including arranging for advertising, posting of job vacancies using company approved system (iCIMS) and outreach to local agencies; manage applicant flow; pre-screen job applicants and refer them to hiring managers; ensure qualified candidates are hired using legally compliant methods. Communicate with job applicants of their acceptance or rejection of employment.
• Coordinate new hire requests, interviewing process, pre-employment screening, and new hire documentation for bargaining and non-bargaining in compliance with federal, state, and local regulations.
• Develop job descriptions and conduct compensation analysis and periodic benchmarking for strategic workforce development and succession planning.
• Engage with leadership to develop and execute plans that optimize talent, structure, process, and culture.
• Develop and maintain recruiting, succession, and development plans including ECS PEP program and annual reviews.
• Administrative responsibilities include data entry into HRIS system, conducting new hire orientation and paperwork (EVerify, I-9s), completing unemployment claims, and other necessary duties as required.
• Maintain hiring, discipline, and termination practices in compliance with all applicable federal, state, and local regulations including but not limited to EEOC and OFCCP compliance.

Employee Relations

• Point of contact for employee relations matters, including leave requests, performance issues, misconduct, complaints, and policy violations.
• Responsible for administering and managing FMLA, ADA, and other employee leaves of absence in accordance with regulatory requirements.
• Serve as the primary owner of reasonable accommodation requests, ensuring interactive processes and documentation comply with applicable laws.
• Under the guidance of corporate HR, conduct employee investigations by gathering facts, analyzing evidence, applying employment laws and company policy, and documenting outcomes.
• Partner with managers to determine appropriate corrective action, ensure consistency, and reduce legal and employee relations risk.
• Act as a trusted advisor to leaders and employees, providing clear guidance on employee relations issues.

Compliance, Risk, & Regulatory Reporting

• Develop and present HR compliance trainings including but not limited to, harassment free workplace, diversity, and EEO. Also tracks and ensures employees receive mandatory training.
• Maintain employee files and records in accordance with legal and regulatory requirements.
• Prepare, maintain, and submit required compliance reports, including Affirmative Action Plans (AAP), EEO-1, and VETS-4212 filings.
• Audit HR policies, practices, and employee records to ensure ongoing federal, state, and local compliance.
• Manage any HR related audits, complaints, or employee relations issues which may include analyzing evidence, applying relevant laws, policies, and precedents in order to reach sound conclusions with support from the ECS (Division) HR and legal counsel, if needed.
• Update the Employee Handbook and ensure all employees are in compliance with Company policies.
• Comply with all company operating policies, procedures, executed plans, and programs.

Policy, Leadership Support & Training

• Collaborate with department managers and leadership to review, update, notify, and administer policy changes and provide guidance or interpretation regarding policies and procedures.
• Interpret, apply, and ensure consistent enforcement of HR policies and procedures.
• Partner with leadership to update and communicate policy changes.
• Support managers with performance management processes, corrective action, and terminations.

Qualifications

To perform this job successfully, the individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Preferred Education and/or Experience

• BA/BS degree from an accredited four-year college or university in Human Resources Management or Business Administration; OR an equivalent combination of education and human resource management experience. PHR/SPHR desirable.
• Five or more years recent related experience in HR with an emphasis on employee relations, benefits administration, and compliance.
• Significant working knowledge of federal, state and local laws governing employment and federal contractors.
• Experience in effectively providing proactive insights and guidance to senior leadership team. Demonstrated examples of improving HR processes and decreasing employee related issues.
• Proficiency with HRIS Systems, Microsoft Office (i.e., Word, Excel) applications.
• Experience in working with Union Collective Bargaining Agreements strongly desired.
• Working knowledge of construction environment is desired.

Language Skills

Must have the demonstrated ability to effectively communicate in English, cooperate, and collaborate with multiple levels of customers, employees, unions, government agencies, vendors and suppliers, and other contractor organizations.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit, see, talk, and hear. The employee is regularly required to use hands to finger, handle, or feel objects, tools, or controls. Specific vision abilities required by the job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus. Requires ability to periodically drive or fly to visit work sites, customers, or attend company events. The employee must have the ability to navigate around job site locations.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The employee may expect to work in typical office environment conditions except when visiting field locations. Field environments may vary based on project, manufacturing, or weather conditions. The noise level in the work environment is usually moderate to loud.

Equal Opportunity Employer

As a leading provider of mechanical and electrical construction, facilities services, and energy infrastructure, we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. xhyhwjd Equal Opportunity Employer/Veterans/Disabled.