HR Manager

• Location 1959 Sloan Pl,St Paul, MN, 55117,United States
• Base Pay $ - $ / Year
• Job Category Human Resources
• Employee Type Full Time

• Name HR

HR Manager

Summary of Position

The HR Manager is the heartbeat of the employee experience at LS Black Constructors, a hands-on partner who owns every step of the employee lifecycle, from building the candidate pool through hiring, onboarding, development, performance, rewards, engagement, and advancement, all on a foundation of solid workforce management and compliance. This is a role for a natural collaborator and confident communicator who genuinely loves people, thrives on solving problems, and is energized by the chance to partner with the Executive Leadership Team to shape and grow the HR function as our business continues to build.

• Drive candidate outreach and support sourcing pools from department leaders, including external recruiter relationships, colleges and career fairs, employee referrals, and other industry engagement.
• Run postings, applicant tracking, phone screens, interview scheduling, and offers so candidates move fast and nothing falls through the cracks.
• Keep interviews structured and consistent so we hire on skills, culture, and fit.

• Deliver a first-class welcome: orientation, onboarding checklists, and check-ins at 30/60/90 days, 6 months, and 1 year.
• Handle I-9 and E-Verify, background checks, and pre-employment screening.
• Coordinate multi-state onboarding requirements, plus relocation and travel accommodations for people landing on projects away from home.

• Partner with department leaders to map the certifications, skills, and development programs each specialty needs, and keep people progressing through them.
• Own compliance and general training: reasonable suspicion, harassment prevention, ethics, and DFARS-required trainings.
• Champion the EOS toolbox and curriculum across the company.

• Run the annual review cycle, equipping managers with measurable, specific results and expectations for every role so assessments stay objective and consistent.
• Balance the objective with the subjective: use the People Analyzer to make sure each person is rooted in our core values and a genuine fit for the organization.
• Coach managers through performance improvement plans and the hard conversations.

• Keep our pay bands market competitive through annual market surveys, merit increases, and pay adjustments grounded in real data.
• Build perks, benefits, and comp packages that win against anyone we compete with for talent, and keep them clear and organized for the business.
• Be the subject matter expert on our signatory unions, putting their benefits to work for our people and balancing perks between union and non-union teams.
• Design strategic travel incentive programs that make national work product attractive for the people who deliver it.
• Administer the annual benefits renewal, open enrollment, and COBRA.
• Manage leave with care and consistency: FMLA, ADA accommodations, and state leave programs, in partnership with our Payroll & Benefits Specialist.

• Champion the quarterly conversation, with the best practices and management training that make every leader a real resource to their direct reports.
• Keep a finger on the pulse: surveys, recognition, company events, and internal communications employees actually read.
• Champion and protect LS Black's culture and core values in everything you do.

• Build advancement strategies for high performers, with career pathing and annual succession planning that keep our best people growing here.
• Handle terminations, exit interviews, and offboarding with care and clean documentation.