HR Manager

This role is being hired at the HR Manager level (operational, hands-on, supervises HR staff, runs day-to-day people functions) with a defined development path into the HR Director seat (strategic, advises executive leadership, designs comp and talent strategy, architects how HR supports the long-term business). The split is intentional. We are filling the operator seat now and growing the architect over time.

What We Are Actually Hiring For

• Composure under pressure. Stays neutral when a foreman is loud, a leader pushes back, or an employee gets emotional.
• Adult-to-adult communicator. Treats employees as capable, not fragile. Delivers hard news cleanly without softening into mush or hardening into cruelty.
• Field credibility. Earns trust on the jobsite through reliability and follow-through.
• Principled judgment. Holds the line when policy and sympathy conflict. Distinguishes caring about an outcome from being responsible for one.
• Original problem-solver. Has a real point of view on people practices. Pushes back when leadership is wrong, supports when leadership is right.
• Self-aware operator. Knows their own tendencies and has built explicit practices to manage them.

• Run day-to-day HR: recruiting, onboarding, discipline, employee relations, offboarding
• Coordinate with HR Council, payroll, and safety on cross-functional matters affecting employees and crews
• Enforce policy consistently across field crews and office staff
• Own compliance: federal and Ohio labor law, prevailing wage, OSHA recordkeeping, I-9, FMLA, ADA
• Investigate and resolve employee relations issues with documented, defensible decisions
• Maintain company handbook and policies

• Manage and develop HR coordinators, recruiters, and generalists
• Visible jobsite presence at active projects on a monthly cadence minimum
• Partner with operations leadership on workforce planning and crew issues
• Own employee evaluations, performance reviews, and ongoing training programs across the workforce
• Serve as a steady, calm, and a neutral resource during escalations and crises

• Five to eight years of progressive HR experience, with at least three years supporting a non-corporate workforce: construction, manufacturing, distribution, military, mining, or similar trade-heavy environments. Pure office HR experience is not preparation for this role.
• Demonstrated track record managing employee relations, terminations, investigations, and difficult conversations without drama or escalation.
• Working knowledge of OSHA recordkeeping, workers compensation processes, drug and alcohol testing programs, and Ohio labor law (prevailing wage and ESOP exposure preferred).
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Bachelor’s degree in HR, business, or related field, or equivalent operational experience.