Workforce Development Manager

About Us Our capabilities cover a full suite of millwrighting services including installing setting aligning and leveling machinery and equipment as well as dismantling refurbishing reassembling and moving. Additionally our expertise covers close tolerance and precision alignment as well as fabrication concrete construction and industrial HVAC solutions. Job Summary The workforce development manager is responsible for creating and/or leading programs and initiatives that support the strategies to drive recruitment and develop talent inside/outside the organization while retaining current bench strength from within the company. #cherokee #LI-JK1 #LI-ONSITE Essential Duties & Responsibilities Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Partner with project managers to understand long-term labor needs and align recruiting strategies with project schedules workforce demands turnover and company growth objectives. Build and maintain strong pipelines of candidates through partnerships with trade schools technical colleges apprenticeship programs industry associations high schools and community organizations and events. Develop and implement creative outreach strategies to attract qualified candidates and retain top talent in a competitive labor market. Partner with General Superintendent to oversee the full-cycle recruitment process for craft and technical positions within industrial construction and maintenance which includes screening interviewing and skills assessment. This includes workforce needs from staffing agencies. Design and implement training mentorship and career pathway programs that support employee growth and long-term retention which includes management of current CREWS program and onboarding programs for newly promoted employees such as foreman and superintendents. Work with leadership to identify skill gaps and create development plans that strengthen technical knowledge leadership platforms and safety competencies. Promotes a culture of continuous learning by introducing innovative training methods certifications and workforce upskilling initiatives across the company. Oversee employee performance evaluations in collaboration with supervisors providing constructive feedback and setting clear expectations for field employees including annual evaluation process. Develop performance improvement plans provide coaching performance feedback and professional development when needed and administer disciplinary actions in accordance with company policies and procedures with HR Director. Recognize and reward high-performing employees to encourage engagement and productivity in collaboration with company leadership and department heads. Collaborate with leadership and safety teams to align workforce development programs with organizations five year plan. Conducts exit interviews and ensure proper communication has been provided to complete system termination. Qualifications EDUCATION AND/OR EXPERIENCE: Bachelors degree in Human Resources or related field; or 5 years of Human Resources related experience or industry knowledge related in the construction and maintenance field HR certification preferred (PHR SHRM-CP) not required Reasoning Ability: Ability to apply common sense understanding to carry out instructions furnished in written oral or diagram form. Ability to deal with problems involving several concrete variables in standardized situations. Physical Demands Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this Job the employee is regularly required to sit. The employee is frequently required to talk or hear. The employee is occasionally required to stand; walk; use hands to finger handle or feel; reach with hands and arms and stoop kneel or crouch. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision color vision depth perception and ability to adjust focus. Work Environment Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet but could have times of high noise level when on job sites or training. Please note this job description is not designed to cover or contain a comprehensive listing of activities duties or responsibilities that are required of the employee for this job. Duties responsibilities and activities may change at any time with or without notice. Benefits We offer our employees a competitive salary and comprehensive benefits package and are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled. Equal Opportunity Employer As a leading provider of mechanical and electrical construction facilities services and energy infrastructure we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled Affirmative Action Policy Please review our Affirmative Action Policy. Notice to Prospective Employees Notice to prospective employees: There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies list open positions here. Please check our available positions to confirm that a post or email is genuine. EMCOR Group and its companies do not reach out to individuals to help with marketing or other similar services. If an individual is contacted for services outside of EMCORs normal application process it is probably fraudulent. Geographic Disclosure Notice to prospective employees; There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies. Please check our available positions to confirm that a post or email is genuine. EMCOR Group and its companies do not reach out to individuals to help with marketing or to other similar services. If an individual is contacted for services outside of EMCORs normal application process it is probably fraudulent.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Partner with project managers to understand long-term labor needs and align recruiting strategies with project schedules workforce demands turnover and company growth objectives. Build and maintain strong pipelines of candidates through partnerships with trade schools technical colleges apprenticeship programs industry associations high schools and community organizations and events. Develop and implement creative outreach strategies to attract qualified candidates and retain top talent in a competitive labor market. Partner with General Superintendent to oversee the full-cycle recruitment process for craft and technical positions within industrial construction and maintenance which includes screening interviewing and skills assessment. This includes workforce needs from staffing agencies. Design and implement training mentorship and career pathway programs that support employee growth and long-term retention which includes management of current CREWS program and onboarding programs for newly promoted employees such as foreman and superintendents. Work with leadership to identify skill gaps and create development plans that strengthen technical knowledge leadership platforms and safety competencies. Promotes a culture of continuous learning by introducing innovative training methods certifications and workforce upskilling initiatives across the company. Oversee employee performance evaluations in collaboration with supervisors providing constructive feedback and setting clear expectations for field employees including annual evaluation process. Develop performance improvement plans provide coaching performance feedback and professional development when needed and administer disciplinary actions in accordance with company policies and procedures with HR Director. Recognize and reward high-performing employees to encourage engagement and productivity in collaboration with company leadership and department heads. Collaborate with leadership and safety teams to align workforce development programs with organizations five year plan. Conducts exit interviews and ensure proper communication has been provided to complete system termination.
EDUCATION AND/OR EXPERIENCE: Bachelors degree in Human Resources or related field; or 5 years of Human Resources related experience or industry knowledge related in the construction and maintenance field HR certification preferred (PHR SHRM-CP) not required Reasoning Ability: Ability to apply common sense understanding to carry out instructions furnished in written oral or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.