Human Resources Manager

Job Description

Job Description

Employee Value Proposition :

As our Human Resource Manager, you will work closely with the Vice President of Human Resources to plan, develop, and implement Human Resources programs, policies, and practices that support specific goals and objectives of the business, while ensuring compliance to corporate HR and regulatory standards. The HR Manager will lead the GrayWolf HR team to effectively manage all aspects of employee life cycle including hiring, onboarding and offboarding. The successful candidate will help drive a high-performing organization, value-based culture, by maintaining and enhancing the organization’s human resources by planning, implementing and evaluating employee relations and human resources policies, programs, and practices. This position will support the entire business and project sites and provide leadership and effort in executing the Company’s people strategy in alignment with business and regional objectives. The successful person in this position will be a proactive contributor and problem solver and demonstrate personal leadership towards achieving our site and company vision, mission, and objectives.

Core Responsibilities :

Partner with senior management to manage, communicate, and administer various Human Resources policies, procedures, laws, standards, and government regulations

Advise management on employment decisions, including hiring, disciplinary, and termination decisions, insuring adherence to company policy and compliance with relevant federal and state laws and regulations

Participate in establishing goals and making decisions for the overall HR Department. Recommend new approaches, policies, and procedures for continuous improvement in efficiency of the department and services performed

Work with department heads and hiring managers to develop understanding of role planning

Provide first response / line of defense on employee relations issues in support of employee and organizational needs. Lead investigations into matters such as allegations of harassment or discrimination. Keep senior management informed and align on direction to address and resolve issues that have the potential to become complex and present a risk to employees and / or the company

Keep an active pulse on organizational climate and key indicators such as turnover and absenteeism. Actively work with leadership to address root causes and promote engagement

Develop and maintain reporting systems and procedures that are in compliance with established administrative policies, regulations, and acceptable HR and payroll practices

Work with senior management to develop, locate, review, recommend and / or deliver training programs to knowledge and skills required to optimize individual development and business performance

Partner with the enterprise-wide HR team to support the daily and ongoing needs of the business and promote a positive work environment through compliance with GrayWolf’s standards and ensuring fair and consistent administration of policies and practices and be accountable for motivating supervisors and managers to ensure consistent, transparent, and fair treatment of our employees

Counsel leaders and individuals using a systematic approach to understanding, approaching, and solving employee / supervisor problems. Manage and collaborate on activities associated with leadership development, employee relations, change management, and operational excellence processes for the site

Manage, implement, and collaborate on organizational design / changes, performance, talent management, and succession planning programs and activities

Assist with immigration and mobility programs

Maintains HR related KPI’s and Metrics as well as periodic reports and summaries

ADDITIONAL DUTIES & RESPONSIBILITIES :

(The above statements describe the general nature and level of work being performed in this job. They are not intended to be an exhaustive list of all duties and indeed additional responsibilities may be assigned, as required by management)

Required qualifications (Knowledge, Skills, and Abilities) to perform essential functions of this position :

Core Competencies :

Organizational Agility – Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.

Composure – Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn't show frustration when resisted or blocked; is a settling influence in a crisis.

Perseverance – Pursues everything with energy, drive, and a need to finish; seldom gives up before finishing, especially in the face of resistance or setbacks.

Drive for Results – Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.

Interpersonal Savvy – Relates well to all kinds of people—up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can defuse even high-tension situations comfortably.

Ethics and Values – Adheres to an appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he / she preaches.

Understanding Others – Understands why groups do what they do; picks up the sense of the group in terms of positions, intentions, and needs; what they value and how to motivate them; can predict what groups will do across different situations.

Decision Quality – Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his / her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.

Conflict Management – Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.

Integrity and Trust – Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn't misrepresent him / herself for personal gain.

Education / Training

Bachelor’s Degree and a minimum of 10 years progressive human resources experience, or an equivalent combination of education and experience. Position requires excellent interpersonal skills and the ability to effectively communicate at all levels within the organization. Should be a self-starter and have strong management and leadership skills and be capable of managing projects and tasks successfully to completion. Must be flexible, willing to travel when required, and have excellent presentation skills. Construction experience is strongly preferred. HRCI or SHRM Certification is strongly preferred.

Work Experience

Minimum of 10 years of HR experience with a minimum of 3 years' experience in a supervisory / lead capacity. HR experience in a construction environment is strongly preferred. In-depth knowledge of the laws, regulations, policies, procedures, and practical application governing the functions of Human Resources. Strong analytical skills to interpret and adapt known methods, system procedures or operating concepts to new situations. Experience leading or facilitating the development and implementation of business-oriented projects

Specialized Knowledge

Communicating effectively with a wide range of individuals in written, oral, and interpersonal form, including management and other internal and external business contacts. Diffusing conflict or antagonistic situations using appropriate interpersonal styles and methods to reduce tension and maintain professionalism. Motivating and directing the activities of others with intention, enthusiasm, and working effectively in a diverse work group. Achieving results through team efforts, challenging established practices and drawing relevant conclusions; and honing your ability to persuade, market, and sell new ideas. Acting as a managerial advisor on professional and technical issues related to HR. Managing through and delivering in a high-pressure environment and making good, swift decisions to resolve problems.

Software & Technology

Position will require the frequent use and knowledge of MS Windows 7 and / or MS Windows 10, MS Word, MS Excel, MS PowerPoint, and MS Outlook. ADP, Paycom, Concur, Kronos TKS or comparable TKS, ERP system software (MS Dynamics AX or applicable software).

Work Environment

Position requires as many hours needed to fulfill the daily and weekly obligations required to carry out the functions. Working long days including evenings and weekends will be required for this position - specifically for month-end, quarter-end and year-end periods. This position is indoors in a climate controlled office. Reasonable accommodations will be made upon request for those who have disabilities that qualify under the American with Disabilities Act.

DBM Global is an Equal Opportunity Employer with an Affirmative Action Plan.