Head of Recruiting & HR

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.

Key Responsibilities

1. Workforce Planning & Staffing Accountability

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

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

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

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

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

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

Qualifications

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

$55,000 - $70,000 a year

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