Corporate Human Resources Manager

Position: Corporate Human Resources Manager
Position Reports to: Vice President, Human Resources
Location: Houston, TX

What is Pro-Vac?
Pro-Vac is a leading provider of hydro-excavation and storm/sewer maintenance services, dedicated to supporting general contractors, facility owners, utility companies, municipalities, and government agencies. With over 30 years of experience, we have expanded our services nationwide, delivering safe, efficient, and innovative subsurface solutions to maintain and construct critical infrastructure.

Our organization is continuously growing, offering employees excellent career and personal development opportunities. We understand the importance of having the RIGHT people in RIGHT positions to deliver exceptional service to our clients.

About the Role:
The HR Manager is the strategic people leader for the assigned operations, responsible for aligning human resources efforts with business strategy and ensuring leaders have the guidance needed to meet safety, service, and growth commitments. This role leads the HR team, builds close working relationships with operations, and serves as a trusted advisor to executive leadership.

This position owns the delivery of HR services across the assigned organization, including employee relations, compliance, learning and development, benefits, and compensation. The HR Manager uses people data and operating feedback to identify trends, close gaps, and recommend practical solutions that support a safe, engaged, and productive field workforce.

The role drives standardization, implementation, and continuous improvement of HR policies, processes, and systems so programs are consistent across branches and states while remaining responsive to local and customer requirements. You'll partner closely with Operations, Safety, Fleet, Finance, Legal, Talent Acquisition, and executive leadership to remove barriers and deliver results.

Why You'll Love Working with Us

• Be part of a tight-knit, employee-centric team
• Excellent benefits package (Medical, Vision, Dental, LTD, Life, EAP)
• 401k with up to 4% match
• Opportunities for professional growth and skill development
• Enjoy meaningful work that impacts communities

Key Responsibilities:

HR Business Partnership & Strategy

• Serve as the primary HR strategic partner to assigned executives, operations leaders, and functional teams, aligning HR efforts with business objectives
• Analyze HR and operating metrics such as time to fill, turnover, overtime, headcount, and training completion to identify trends and recommend solutions
• Participate in planning for expansion, acquisitions, and integrations, including workforce transition, policy alignment, and communication

Operations Relationship Building & Support

• Build strong, trusted relationships with Area Operations Managers, branch leaders, and field teams through regular visits, check-ins, and responsive support
• Coach leaders on performance management, employee relations, hiring decisions, and effective people leadership
• Respond promptly to employee concerns and manager escalations, resolving issues directly with clear next steps

Team Leadership & Management

• Lead, coach, and develop HR team members, which may include HR generalists or HR support staff, with clear goals, priorities, and expectations
• Assign work, manage workload and capacity, and identify skill gaps and role changes needed to meet business demand
• Conduct regular one-on-ones, performance reviews, and development planning; hold team members accountable for timely, accurate, and consistent work
• Provide training, shadowing, and hands-on support so team members follow established SOPs and system standards

Compliance & Risk Management

• Ensure compliance with FLSA, FMLA, ADA, EEO, I-9, wage-and-hour (including prevailing-wage requirements where applicable), and other federal, state, and local employment laws across multiple states
• Support DOT, FMCSA, and OSHA-related people requirements, including driver qualification and drug and alcohol testing, in partnership with Safety
• Oversee investigations and employee-relations cases, recommend consistent corrective action, and maintain thorough documentation; engage Legal on high-risk matters
• Maintain accurate personnel records and keep assigned locations prepared for internal, customer, and regulatory audits

Implementation, Standardization & Continuous Improvement

• Lead implementation of new and revised HR policies, processes, programs, and systems, including change management, communication, and training
• Standardize HR processes and tools across branches and states while accommodating local and customer requirements
• Document SOPs, define service expectations and response times, and measure results against clear metrics

Learning & Development

• Partner with Operations and Safety to assess training needs and leadership development and skills programs for field and management roles
• Support structured new-manager training so new hires and leaders ramp up quickly
• Build succession plans and development paths for critical roles and promote internal growth and advancement
• Track training participation and effectiveness, and adjust programs based on results

Benefits & Compensation

• Partner with Finance, carriers, and brokers on benefits administration, open enrollment, and employee communication
• Support pay structures, market pay reviews, pay equity, and offer guidance for hiring managers
• Advise leaders on compensation decisions, promotions, and retention strategies within approved budgets
• Ensure benefits and pay practices comply with applicable laws and are applied consistently

Executive Support & Advisory

• Advise executive leadership on people strategy, organizational design, employee relations, and potential risks
• Prepare reports, dashboards, and presentations on HR performance, and recommend actions with clear business impact
• Support executive priorities, including leadership succession, communications, and special projects, with discretion on confidential matters
• Provide timely, well-prepared updates and reliable follow-through to leaders

Qualifications:

• 8+ years of progressive human resources experience, including 4+ years as an HR Business Partner, HR Manager, or Senior HR Generalist supporting a multi-location workforce
• 3+ years of experience managing or leading HR team members
• Working knowledge of federal and multi-state employment law, employee relations, and HR compliance
• Experience with benefits administration, compensation practices, and learning and development programs
• Experience advising senior leaders and building relationships with operations leaders in a field-based workforce
• Strong leadership, coaching, communication, change-management, and conflict-resolution skills
• Ability to translate business strategy into HR plans and use data to identify trends and drive decisions
• Proficiency with Microsoft Office, HRIS, applicant tracking, and reporting tools; discretion with confidential information
• Valid driver's license with an acceptable driving record and ability to travel to branches and field locations

Nice to Have:

• Bachelor's degree in human resources, business, or a related field; equivalent experience considered
• SHRM-SCP, SPHR, or similar HR certification
• Experience in industrial services, construction, utilities, environmental services, or transportation
• Experience with DOT/FMCSA-regulated workforces, safety-sensitive hiring, and growth or acquisition environments
• Experience with HRIS and applicant tracking systems and standardizing HR processes across multiple locations

Physical & Working Conditions:

• Regular travel among branches, customer sites, yards, shops, and field locations, including occasional overnight travel
• Frequently sitting, standing, walking, communicating, and using a computer or mobile device for extended periods
• Occasionally bending, climbing steps, and accessing trucks or equipment during site visits
• Occasionally lifting and carrying up to 25 pounds
• A combination of office, branch, yard, shop, and field environments
• Regular availability outside normal business hours to support urgent employee-relations, safety, or operational needs
• A fast-paced, growing environment requiring sound judgment, discretion, adaptability, and prioritization

Reasonable accommodations will be considered for qualified individuals with disabilities. If you require an accommodation during the application or hiring process, please contact [email protected].

Prior employment verification is an intricate part of this hiring process. Your prior employer can be contacted to verify your employment. We appreciate your interest in our company and consider us for your next career destination.

Equal Employment Opportunity
Pro-Vac is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment regardless of race, color, creed, religion, sex, gender, gender identity or expression, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by applicable federal, state, or local law. Hiring decisions are based solely on qualifications, merit, and business needs.