What is the job description for a Construction Human Resources Manager?
Supervises: HR staff, including Director of Administration, HR Coordinator, Benefits Coordinator, and Training Coordinator. Oversees and evaluates the effectiveness of branch office Administrative Managers in their personnel-related efforts.
Experience: A human resources generalist with 15+ years' experience, 7+ at a management level. Professional service firm background and experience in a multi-office organization with 100+ staff required. Prefer engineering or design firm background.
Education: Degree in design, business, human resources or related field. Prefer Professional Human Resource (PHR) Certification or Certificate in Human Resources Management and/or masters' degree in human resources-related field.
Characteristics: Professional, mature, calm and fair. Self-confident; able to work with senior management. Intelligent; good instincts. A hands-on, self-starter, with ability to prioritize and deal with multiple tasks simultaneously. An articulate and persuasive communicator. Good listener; easy to talk to. Can handle supervisor requests and employee issues responsively with discretion and sensitivity.
Knowledge/expertise: Experience and expertise in planning, implementing and monitoring effective systems for global human resources management, including employee relations and communications, manpower planning and recruitment, professional development, and personnel/benefit policy development and administration. Specifically:
* Knowledge of state(s) and federal employment practices and benefit regulations; can develop effective policies and procedures in response to employment law and trends in employee relations.
* Ability to provide management compliance training and effectively communicate policies and regulations to staff.
* Ability to develop and implement systems for recruitment, compensation and benefits that responds to the needs of the design profession.
* Organizational development and strategic planning skills.
* Proven ability to work cooperatively with leaders and staff.
* Ability to oversee human resources information system (HRIS) selection, implementation and maintenance.
* Understanding of project management and project team operations.
* Outstanding interpersonal, verbal and written communication skills.
* Ability to organize and coordinate activities of staff in multiple offices.
* Strong computer skills, including proficiency in Word, Excel, internet software, and human resources information systems.
Overall function: Articulates and promotes the company's vision, mission and core values. Assumes leadership and ownership of the personnel function. Establishes an HR support service that provides information, tools and training to offices, business leaders and supervisors. Functions as a regulatory expert and provides advice on request.
Determines company's needs from a human resources perspective to achieve its goals. Participates in development of the human resource function's goals and strategies for implementation. Reports human resources status to the CEO and CFO and obtains policy approval as necessary. Forms alliances with business and technical leaders in the corporate and regional offices. Plans for, organizes, and implements programs for employee recruitment and retention and for positive employee relations. Functions as a resource for personnel programs, policies, employee relations and staff activities globally.
Duties: Under the supervision of the CFO, plans for, coordinates, and oversees implementation of HR strategies, systems and services, by performing the following duties personally or through subordinate supervisors at each of the company's locations:
- HR organization: Supervises HR staff and oversees individuals providing HR support at branch offices. Develops consensus concerning expectations of the corporate human
resources function, and annually develops goals, strategic action plans, and performance measures for corporate and branch office personnel services. Manages the corporate HR budget; selects and consults with legal advisors, insurance brokers, and other HR consultants and vendors on an as-needed basis; and, assures that the HR structure, programs, systems and compliance efforts are cost-effective and of value.
- Employee relations: Serves as an advocate for employees; develops and implements policies and programs that motivate staff and improve employee morale. Functions as a resource to management for advice on employee and policy issues. Establishes and communicates recommendations for counseling, disciplining and terminating employees; reviews exit interview documentation and records of terminations and turnover rates.
- Employment policies and practices: Ensures compliance with federal, state and local labor laws. Maintains information on practices and employee liability issues within the profession. Provides management training on employment law compliance, employer liability avoidance, interviewing, hiring, terminations, promotions, performance reviews, safety, and sexual harassment. Develops company-wide policies and programs in support of firm values and goals. Updates employee handbook and responds to employee inquiries regarding policies, procedures and programs. Communicates company values, procedures, programs and policies.
- Human resources information systems: Assesses HRIS needs; creates technology plans and budgets; facilitates decision-making and obtains management approval and buy-in; and oversees implementation and maintenance of an effective HRIS. Develops and maintains a system of personnel records to integrate and serve the needs of managers in corporate office and branch office locations.
- Manpower planning and recruitment: Facilitates development of company recruitment philosophy and strategies. Coordinates with Directors to develop and maintain an effective manpower information system that projects human resources needs and provides managers with decision-making information. Implements, or oversees implementation of, recruitment systems to support company-wide recruiting efforts; establishes programs for and supports career tracking and career planning; assists in developing succession plans and promotional programs. Recruits, interviews, tests and assists in selecting staff for hire and promotion.
- Orientation, performance management, professional development and training: Designs and implements orientation programs. Establishes company policies for supporting professional growth and improvement. Develops and implements an evaluation system that assesses individual performance, growth and contribution to the firm; ensures that the program is functioning properly and achieving the desired results, including record-keeping for "action plans" and development of specific training and career development programs. Establishes training programs for employees and leaders; develops procedures and tools to effectively measure employee performance and skills.
- Benefits: Researches providers and programs to optimize employee benefits and manage costs. Monitors state and federal legislation effecting employer-sponsored benefits and ensures compliance with COBRA, HIPAA, ERISA and other federal and state programs. Administers employee benefit programs. Communicates programs and value of benefits to employees. Maintains reports on employee usage of benefit programs.
- Compensation and rewards: Coordinates with CEO, CFO, and Directors to develop a comprehensive compensation program that ensures compliance with wage and hour laws.
Maintains information on compensation in the profession, and develops and implements competitive salary structures. Establishes salary ranges for employment categories and specific positions for Board approval. Establishes reward systems to support the company's vision and mission.