HR Manager

The HR Manager builds and runs Fulcrum’s people function for a distributed workforce delivering data center quality assurance, quality control, and commissioning services. This is a hands‑on manager role with direct responsibility for recruiting, employee support, HR systems, and consistent employment practices as the company grows.

Division:
Administration | Department:
Human Resources | Status:
Full time

Proposed reporting:
President or CEO initially; transition to the designated Administration leader or CHRO when that role is established. Location and travel expectations will be set in the posting. Occasional project visits are expected.

• Own full‑cycle recruiting for inspectors, commissioning staff, project leadership, technical specialists, and corporate support roles. Source candidates, screen qualifications and travel availability, coordinate interviews, verify references, and prepare approved offers.
• Maintain a rolling 90‑day hiring plan by role, region, skill, start date, and budget. Reconcile demand with Operations and Finance before opening requisitions or making offers; distinguish replacement hires, growth hires, and candidate pipelines.
• Build referral, industry, trade school, veteran, and Skill Bridge recruiting channels. Track candidate readiness, source effectiveness, recruiting cost, and expected deployment dates.
• Use consistent interview scorecards and current position descriptions. Arrange technical assessments with Operations and the Training Director; obtain documented hiring and compensation approval.

• Own onboarding through the first 90 days: employment documentation, required employment verification, background screening where applicable, policy acknowledgments, benefits enrollment, Paylocity setup, and scheduled check‑ins.
• Coordinate site access, equipment, travel information, training assignments, and credentials with Operations, IT, Safety, and Training. Confirm administrative readiness before deployment; obtain technical and site approvals from the responsible leaders.
• Maintain an accurate employee roster covering legal employer, employee , title, supervisor, department, region, work location, compensation, employment status, and emergency contacts. Reconcile employee changes with Finance and Sage records.

• Serve as the first contact for employee concerns, workplace conflicts, policy questions, and complaints. Conduct impartial, documented investigations and elevate serious matters to leadership and counsel promptly.
• Coach supervisors on communication, attendance, feedback, documentation, and consistent corrective action. Coordinate performance improvement plans and separation reviews with the responsible manager.
• Run 30‑, 60‑, and 90‑day check‑ins, stay interviews, and exit interviews. Identify turnover drivers, project transition risks, travel fatigue, and recurring employee concerns; recommend corrective actions.

• Administer enrollment, qualifying changes, renewals, and employee benefit questions with brokers and plan administrators. Track leave status, coverage eligibility, continuation coverage coordination, and return‑to‑work requirements.
• Maintain PTO and leave records and monitor consistency between policies and Paylocity configuration. Coordinate protected leave and accommodation processes with counsel or qualified providers as needed.
• Own approved personnel and pay‑change inputs and effective dates. Work with Finance on time‑card exceptions, overtime coding, payroll corrections, and final‑pay coordination. Finance retains payroll processing, tax treatment, and payment control.