Human Resources Manager
Overview The Human Resources Manager will lead the development and day-to-day management of Brownco Construction's internal Human Resources function during an important period of organizational growth. This position is designed for an experienced HR professional who is ready to step into broader ownership and help build the people systems, management practices, and organizational structure needed to support a growing construction workforce. The Human Resources Manager will serve as a member of the senior leadership team alongside the President, and other company leaders. The position will act as a trusted advisor to leadership while remaining accessible and visible to employees throughout the organization. This is not a role focused solely on maintaining existing HR programs. The successful candidate will have the opportunity to help create, standardize, and improve systems that have historically developed informally as the company has grown. The Human Resources Manager will be responsible for employment compliance, employee relations, benefits and leave administration, workers' compensation administration, recruiting and onboarding processes, HR systems and records, performance management systems, and manager support. The role will also partner closely with Operations on employee safety, workforce development, performance expectations, and organizational accountability while recognizing that day-to-day operational leadership and field safety remain management responsibilities. Duties 1. Leadership & Organizational Role Serve as a senior leadership team member and contribute to company-wide workforce and organizational decisions. Advise the President and leadership team on employee relations, employment compliance, organizational risk, workforce planning, and HR best practices. Build HR systems and processes that support Brownco's continued growth and create greater consistency across departments. Coach supervisors and managers on employee communication, performance expectations, documentation, discipline, and employee development. Help strengthen leadership accountability by creating effective systems, tools, and expectations rather than serving as the sole source of employee accountability. Develop credibility and strong working relationships with both office and field employees. Maintain an active presence in company operations through periodic visits to active project sites 2. Employment Compliance & HR Policy Administration Monitor and ensure compliance with applicable federal, California, and local employment laws and regulations — including but not limited to Cal/OSHA, FEHA, CFRA, PDL, FMLA, and wage-and-hour requirements. Maintain and administer company employment policies, procedures, employee handbook provisions, and required workplace notices. Identify compliance risks and recommend practical solutions to the President and leadership team. Maintain compliant employee records, personnel files, employment documentation, and required record retention practices. Coordinate employment eligibility verification (I-9) and other onboarding compliance requirements. Maintain awareness of regulatory developments and evolving HR practices affecting Brownco's workforce. 3. Recruiting, Hiring & Onboarding Own and continuously improve Brownco's end-to-end recruiting and hiring process for all office and field positions. Partner with department leaders to understand workforce needs, required qualifications, and hiring priorities. Develop, maintain, and post accurate job descriptions and job advertisements across appropriate platforms (Indeed, industry boards, etc.). Coordinate candidate screening, interviews, selection processes, background checks, and pre-employment requirements including drug testing administration. Provide hiring managers with structured interviewing tools and candidate evaluation frameworks. Manage new-hire onboarding and orientation processes, including explanation of Brownco benefits, eligibility timelines, and systems access. Coordinate new field employee introduction to Miter with the Field Operations Coordinator, ensuring day-one operational readiness. Monitor early employment milestones; support structured 30/60/90-day check-ins and initial performance reviews. Coordinate employee transfers, promotions, status changes, and separations. Conduct or coordinate exit processes and identify turnover trends or opportunities for improvement. 4. Employee Relations & Manager Support Serve as the primary resource for employee relations matters, workplace concerns, and HR-related field employee inquiries. Conduct or coordinate workplace investigations involving employee complaints, policy concerns, misconduct, or other sensitive matters. Coach supervisors and managers regarding performance concerns, employee communication, documentation, and corrective action. Participate in disciplinary meetings, performance improvement discussions, and termination processes as appropriate. Provide leadership with objective HR guidance while recognizing that operational leaders remain responsible for directly managing employee performance. Promote consistent and fair application of company policies and employment practices across all departments. 5. Performance Management & Organizational Development Develop and administer a consistent company-wide performance management and review process. Coordinate periodic employee review cycles; help managers prepare meaningful, documented performance feedback. Partner with leadership to develop and maintain clear job descriptions, position expectations, and performance standards across the organization. Support the development and implementation of position-specific Key Performance Indicators and measurable performance expectations. Build documentation practices that capture both positive performance and performance concerns — creating a defensible record for coaching, PIPs, and separation decisions. Develop tools, resources, and training that strengthen supervisors' ability to manage employees effectively. Identify opportunities for employee development, succession planning, retention, and internal advancement. Help establish scalable HR practices as the company continues to grow. 6. Benefits & Leave Administration Administer employee benefit programs and serve as the primary resource for all employee benefit questions — including medical, dental, vision, and 401(k). Coordinate enrollment, qualifying life events, employee communications, and annual open enrollment. Partner with benefit brokers, carriers, and company leadership on benefit administration and plan review. Administer applicable federal, California, and company leave programs (FMLA, CFRA, PDL, and others). Coordinate required documentation, notices, return-to-work processes, and ongoing communication with employees and managers during leave. Maintain appropriate confidentiality regarding all employee medical and leave information. 7. Workers' Compensation Administration Manage the administrative aspects of workers' compensation claims: reporting, documentation, claim coordination, injured employee communication, and return-to-work planning. Serve as the primary point of contact for injured employees; coordinate restricted duty assignments and modified work programs with the Field Operations Manager. Maintain a current log of all employees in workers' compensation status; provide updates to the Field Operations Manager and President as warranted. Maintain communication with employees, managers, insurance carriers, brokers, and medical or claims professionals throughout the life of each claim. Coordinate and manage the annual workers' compensation audit, including gathering payroll, classification, and exposure data; reviewing audit documentation for accuracy; and responding to carrier or broker follow-up. Track workers' compensation activity and identify trends that may warrant operational attention or safety intervention. Partner with Operations on injury prevention, modified duty, and safe return-to-work practices. 8. Safety Documentation & ISN Administration Maintain and update Brownco's ISN (contractor safety management) account, including monthly hours-worked submissions and safety written program updates. Ensure all Brownco safety written programs on ISN are current, compliant, and reflect any regulatory or operational changes. Coordinate with the Field Operations Manager and Safety Consultant on required safety program revisions and ISN compliance. Maintain required employment-related safety documentation and training records. Support required safety training coordination in partnership with Operations and the Safety Consultant. 9. HR Systems, Records & Reporting Serve as a primary HR administrator and subject-matter resource for Miter, including employee records, onboarding documentation, and future performance management capabilities. Maintain accurate, compliant, and organized employee information and personnel records within all company systems. Develop useful HR reporting and metrics related to hiring, turnover, employee relations, performance, workers' compensation, and workforce trends. Identify opportunities to automate or simplify HR processes as the company grows. 10. Payroll Partnership Partner closely with Accounting/Finance regarding employee data, compensation changes, payroll-related HR information, and workforce records. Develop a working understanding of Brownco's payroll and timekeeping processes within Miter. Serve as a trained backup resource for payroll processing when needed. Support accurate communication between HR, employees, managers, and Finance regarding payroll-related changes. Note: Payroll ownership will initially remain within Finance and may be reassessed as Brownco's HR and administrative structure continues to developSkills Extensive experience in human capital management and human resources management practices. Strong knowledge of employment & labor law along with HR legal compliance standards. Proficiency in HRIS systems (e.g., Workday, Oracle HCM), ATS platforms (e.g., Taleo), and data analysis tools like Excel for reporting purposes. Excellent communication skills with the ability to handle confidential information professionally. Proven ability in change management, organizational design, and strategic planning to drive continuous improvement. Skilled in benefits administration, employee evaluation processes, training & development programs, and performance management systems. Ability to manage multiple projects efficiently using project management methodologies while maintaining attention to detail. Familiarity with OSHA regulations and workers' compensation procedures to ensure workplace safety compliance.Join us as we empower our people through innovative HR practices that foster growth and excellence! We are committed to creating an inclusive environment where every team member can thrive—driving success together through strategic human resources leadership! Pay: $90,000.00 - $100,000.00 per year Benefits: 401(k) 401(k) matching Dental insurance Health insurance Paid time off Vision insurance Work Location: In person
Наблюдалась 2026-09-14, впервые 2026-09-11, источник — Indeed.