Sr HR Generalist Construction

1. Workforce Planning & Staffing Accountability

The Human Resources Manager is accountablefor ensuringthe organizationmaintainsa stable qualified workforce aligned with current andanticipatedoperational needs.

This includes accountability for:

• Maintaining a continuous recruiting pipeline forcarpenters installersdriverswarehouse staff estimators project managersandotherkey 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 withaccuratestaffing and labor data

2. Employment Compliance & Documentation Accountability

The Human Resources Manager is accountable for ensuring all employment relationships are legally compliant properly documented and defensible.

This includes accountability for:

• 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

The Human Resources Manager is accountable for ensuring performance management is consistent documented and enforceable across the organization.

This includes accountability for:

• Enforcing performance review cadence for all applicable roles

• Supporting supervisors with documentation standards and expectations

• Identifyingpatterns of underperformance repeat discipline or unmanaged issues

• Ensuring performance conversations are recorded and actionable

4. Retention & Workforce Stability

The Human Resources Manager is accountable for stabilizing the workforce and reducing preventable turnover particularly in criticalroles across carpentry installation and project management.

This includes accountability for:

• Tracking and analyzing turnover by role tenure and department

• Identifyingsystemic drivers of voluntary turnover

• Providing leadership with actionable retention insights

• Supporting initiatives that improve workforce continuity and engagement

5. Safety & Employment Risk Administration

The Human Resources Manager is accountable for the people-side administration of safety and risk ensuring the company is prepared to respond to incidents claims or audits.

This includes accountability for:

• 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

The Human Resources Manager is accountable for providing leadership withaccuratetimely and actionable people-related information.

This includes accountability for:

• Workforce metrics supporting planning and decision-making

• Clear visibility into staffing risk compliance gaps and performance trends

• Reducing reactiveHuman Resourcesescalations through proactive reporting

Experience

• Minimum 5 years of progressiveHuman Resourcesexperience

• Construction manufacturing or skilled-trades workforce experience strongly preferred

Credentials

• Bachelors degree in human resources Business Administration Management or related field
  or equivalent experience inHuman Resourcesleadership

• ProfessionalHuman ResourcesCertifications

• 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

• Marylandand federal employment law fundamentals

• Wage & hour compliance and classification standards

• Human Resourcespractices 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 withappropriate escalation