In PersonOffice-based, with regular visits to job sites and regional offices; occasional after-hours availability for urgent matters.
People & HRHR Generalist & Employee Relations
About the job
Requirements
A bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent education and experience.
At least 7 years of progressive human resources generalist experience, including at least 3 years managing human resources staff.
Demonstrated experience leading workplace investigations and resolving complex employee relations matters.
Strong working knowledge of the Fair Labor Standards Act, Family and Medical Leave Act, Americans with Disabilities Act, Equal Employment Opportunity requirements, Form I-9, Affordable Care Act, and workers’ compensation.
Experience building or scaling human resources processes in a growing organization.
Proficiency with human resources information systems and payroll systems.
Ability to navigate active construction sites while following required personal protective equipment and safety requirements.
Responsibilities
Serve as the primary escalation point for employee relations issues and coach managers and supervisors on fair, consistent, and legally sound handling of performance and conduct issues.
Lead workplace investigations from intake through documented findings and recommendations, escalating high-risk matters to the Chief Financial Officer and outside counsel as appropriate.
Review write-ups, terminations, promotions, and demotions.
Analyze exit interview and turnover data to identify trends and recommend corrective action with Talent Acquisition.
Own day-to-day compliance with federal, state, and local employment laws across company locations, including the Fair Labor Standards Act, Family and Medical Leave Act, Americans with Disabilities Act, Form I-9, Equal Employment Opportunity requirements, and required postings.
Maintain the compliance calendar and ensure timely filings and reporting, including EEO-1, Affordable Care Act, and state new hire reporting, in coordination with Finance.
Monitor legislative changes and advise the Chief Financial Officer on impacts and required policy updates.
Partner with Safety on workers’ compensation, post-accident protocols, drug and alcohol testing, and jobsite requirements.
Oversee Family and Medical Leave Act, short- and long-term disability, workers’ compensation, return-to-work, and accommodation processes.
Oversee benefits administration, including 401(k) and ESOP support, and prepare utilization data and plan analysis for the Chief Financial Officer’s annual renewal decisions.
Resolve benefits and leave issues escalated by the HR Generalists.
Own and maintain the employee handbook and human resources policies as the company grows into new locations.
Administer the annual performance evaluation cycle and support managers in setting expectations and documenting performance.
Partner with the Director of Talent Acquisition & Growth to ensure human resources actions follow approved salary bands.
Partner with the Talent Development Partner to align training and career pathways with performance and retention goals.
Own the human resources systems, including BambooHR, Spectrum HR data, and Lumber, as system administrator; ensure data accuracy, integrity, and appropriate access.
Maintain a single, documented onboarding and offboarding workflow from accepted offer through the 90-day mark.
Produce regular human resources metrics for leadership, including headcount, turnover, employee-relations case volume, leave, and compliance status.
Lead, coach, and develop the HR Generalists and HR Assistant; set priorities, assign work, cross-train, and manage performance.
Define clear role boundaries between human resources operations, Talent Acquisition, and Talent Development so work is not duplicated or dropped.
Recommend additional human resources headcount ahead of growth when volume requires it.
Partner with the Chief Financial Officer on human resources strategy, workforce planning, and budget.
Act as a trusted advisor to operations leaders, project managers, and field supervisors.
Lead company-wide engagement, recognition, and retention initiatives.
Make occasional after-hours availability for urgent employee-relations matters or jobsite incidents.
Visit job sites and regional offices regularly.
Desired Qualifications
Experience in construction, trades, manufacturing, or another field-based hourly workforce.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Multi-state experience.
Experience with Spectrum or another construction enterprise resource planning system.
Bilingual ability in English and Spanish.
Construction industry experience.
Job Summary:
The HR Manager leads day-to-day HR operations at SPC Mechanical and is the primary escalation point for employee relations, compliance, leave and workplace investigations across field and office teams. Reporting to the CFO, the HR Manager leads the HR Generalists and HR Assistant, and partners with the Director of Talent Acquisition & Growth and the Talent Development Partner to deliver a consistent employee experience from hire through separation.
SPC is growing from roughly 350 to 440 employees over the next year. This role is built for a leader who can scale HR processes, systems, and the HR operations team through that growth.
Responsibilities:
Employee Relations & Risk
Serve as the primary escalation point for employee relations issues; coach managers and supervisors on fair, consistent, and legally sound handling of performance and conduct issues.
Lead workplace investigations from intake through documented findings and recommendations; escalate high-risk matters to the CFO and outside counsel as appropriate.
Review write-ups, terminations, promotions, and demotions.
Analyze exit interview and turnover data to identify trends and recommend corrective action with Talent Acquisition.
Compliance
Own day-to-day compliance with federal, state, and local employment laws across all SPC locations, including FLSA, FMLA, ADA, I-9, EEO, and required postings.
Maintain the compliance calendar and ensure timely filings and reporting (e.g., EEO-1, ACA, state new hire reporting) in coordination with Finance.
Monitor legislative changes and advise the CFO on impacts and required policy updates.
Partner with Safety on workers’ compensation, post-accident protocols, drug and alcohol testing, and jobsite requirements.
Leave, Benefits & Workers’ Compensation
Oversee FMLA, short- and long-term disability, workers’ compensation, return-to-work, and accommodation processes.
Oversee benefits administration, including 401(k) and ESOP support; prepare utilization data and plan analysis for the CFO’s annual renewal decisions.
Resolve benefits and leave issues escalated by the HR Generalists.
Policies, Programs & Performance
Own and maintain the employee handbook and HR policies as SPC grows into new locations.
Administer the annual performance evaluation cycle and support managers in setting expectations and documenting performance.
Partner with the Director of Talent Acquisition & Growth, who owns compensation and pay equity, to ensure HR actions follow approved salary bands.
Partner with the Talent Development Partner to align training and career pathways with performance and retention goals.
HR Operations & Systems
Own the HR systems (BambooHR, Spectrum HR data, and Lumber) as system administrator; ensure data accuracy, integrity, and appropriate access.
Maintain a single, documented onboarding and offboarding workflow from accepted offer through the 90-day mark.
Produce regular HR metrics for leadership: headcount, turnover, ER case volume, leave, and compliance status.
Team Leadership
Lead, coach, and develop the HR Generalists and HR Assistant; set priorities, assign work, cross-train, and manage performance.
Define clear role boundaries between HR operations, Talent Acquisition, and Talent Development so work is not duplicated or dropped.
Recommend additional HR headcount ahead of growth when volume requires it.
Strategic Partnership
Partner with the CFO on HR strategy, workforce planning, and budget.
Act as a trusted advisor to operations leaders, project managers, and field supervisors.
Lead company-wide engagement, recognition, and retention initiatives.
Qualifications:
Education & Experience
Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent education and experience.
7+ years of progressive HR generalist experience, including 3+ years managing HR staff.
Experience in construction, trades, manufacturing, or another field-based hourly workforce strongly preferred.
SHRM-CP/SHRM-SCP or PHR/SPHR preferred.
Skills & Knowledge
Demonstrated experience leading workplace investigations and resolving complex employee relations matters.
Strong working knowledge of FLSA, FMLA, ADA, EEO, I-9, ACA, and workers’ compensation; multi-state experience preferred.
Experience building or scaling HR processes in a growing organization.
Proficiency with HRIS and payroll systems; Spectrum or other construction ERP experience a plus.
Sound judgment, discretion, and credibility delivering difficult messages to field and office employees.
Bilingual (English/Spanish) strongly preferred.
Construction Industry experience strongly preferred.
Work Environment & Physical Demands:
Office-based with regular visits to job sites and regional offices.
Occasional after-hours availability for urgent employee relations or jobsite incidents.
Must be able to navigate active construction sites while following all PPE and safety requirements.