HR Manager

Rebellion Fabrication is a structural and architectural steel fabricator and one of the region's fastest-growing shops. We build big things for demanding clients, and we've grown by hiring great people and holding a high bar.

Our team is split between the shop floor- welders, fabricators, material handlers, and painters, and the office. We run on EOS, and we have three core values that show up in real conversations, not on a wall.

We have also committed to becoming an ESOP. The people building this company will have the opportunity to own it, which shapes how we hire, develop, support, and hold our people accountable.

We're hiring our first dedicated HR Manager. The hard conversations, the investigations, and the follow-through all land here.

This is a hands-on HR role. You'll be on the shop floor, involved in real conversations, and responsible for making sure important issues are investigated, documented, and resolved.

The President currently holds many of these accountabilities and is hiring someone to fully own them. You'll work alongside our recruiter and executive assistant, but there is no HR department operating beneath you. You must be comfortable building structure while also doing the everyday work required to make it successful.

This is not a leadership-team seat or a broad people-strategy role. It is an execution and ownership role for someone who wants to be close to the workforce, equip supervisors to lead effectively, and bring consistency to the employee experience.

• Employee relations and investigations: You own employee issues start to finish. You investigate, you document, you close it. You're the person employees come to before something becomes a complaint, and it ends with you instead of moving up the org.
• Supervisor capability and process integrity: Training and equipping supervisors to lead performance and accountability conversations effectively. You'll participate in terminations and step in when decisions are moving forward without the necessary facts, documentation, or process.
• Performance conversation follow-through: Supervisors own their teams and their conversations. You'll make sure they have the tools and confidence to handle them—and that those conversations happen when they should. When follow-through falls behind, you'll address it directly and elevate persistent gaps to Operations.
• New-hire integration through 90 days: Partnering with supervisors to build and execute clear 90-day plans, including the first week, first 30 days, required training, testing, and performance expectations. You'll check in with both the new hire and the supervisor to catch gaps early and identify when a new hire may not be the right long-term fit.
• Compliance and safety-sensitive HR: Owning post-incident investigation and documentation, workers' compensation claims and carrier communication, OSHA 300 recordkeeping, recordability decisions, and required employment postings. You'll act directly when HR or compliance involvement is needed, regardless of reporting lines.

The shop and Operations team will continue to own safety execution, including training, lockout/tagout, and close-call reviews.

Compensation architecture, benefits strategy, organizational design, recruiting strategy, culture direction, and safety-program execution are owned elsewhere in the organization.

You’ll be expected to contribute thoughtful input and identify potential issues, but you will not carry final ownership of these areas.

• You build trust quickly with a skilled-trades workforce and can walk onto a shop floor without being viewed as an outsider. You're approachable, practical, thick-skinned, and able to bring an appropriate sense of humor to a…