Human Resources Manager jobs at ASSA ABLOY Door Security Solutions - US

We are currently seeking a detail-oriented and proactive HR Generalist to join our team. The HR Generalist will play a key role in supporting various human resources functions, ensuring compliance with company policies and procedures, and contributing to the overall success of the HR department. Responsibilities: Assist with recruitment and onboarding processes, including job postings, candidate screening, interviews, and new employee orientations. Coordinate employee benefits programs, including health insurance, retirement plans, and other employee perks. Manage employee records and databases, ensuring accuracy, confidentiality, and compliance with legal requirements. Support employee relations activities, including conflict resolution, disciplinary actions, and performance management processes. Assist with HR policies and procedures development and implementation, ensuring alignment with company goals and regulatory requirements. Provide HR-related guidance and support to employees and managers, addressing inquiries and resolving issues in a timely and professional manner. Assist with training and development initiatives, including identifying training needs, coordinating training sessions, and tracking employee training completion. Support HR projects and initiatives as assigned, contributing to process improvements and departmental objectives. Stay current on HR trends, best practices, and legal developments, ensuring compliance with applicable laws and regulations. Requirements: +2 years of experience in human resources or related role, preferably in the construction industry. Solid understanding of HR principles, practices, and regulations. Strong organizational skills with the ability to prioritize and manage multiple tasks effectively. Excellent communication and interpersonal skills, with the ability to interact professionally with employees at all levels of the organization. Proficiency in Microsoft Office Suite and HRIS software. Ability to maintain confidentiality and handle sensitive information with discretion. SHRM-CP or PHR certification preferred but not required.

The Florida Business Unit has an opening for a Senior Human Resources Manager located in Deerfield Beach, Florida. This position will be a critical part of the management team as a thought partner to the senior leaders, a driver of our people strategy aligned with the business objectives and will provide overall HR support and guidance to the team. In addition, this role will be a critical part of the overall Florida HR team, as well as a contributing member of the Titan America HR organization. Duties will include, but not be limited to, management coaching and guidance, employee development, recruitment and selection, organizational design and development, training, performance management and employee relations. The ideal candidate will possess a willingness to understand the business and offer diverse HR background that can create and guide the people strategies. The position will be based in Deerfield Beach, FL and will report to the Human Resources Director for the Florida Business Unit. · Provide HR support in the areas of employee development, recruitment, compensation/benefits, organizational development, performance management and employee relations. · Provide support to the business as an active member of the management and a thought partner to senior leaders. · Monitor operational policies and procedures for hiring; discipline and termination; exit interviews; measure performance and determine appropriate compensation. · Collaborate with our safety and legal teams to ensure a safe work environment is created for all employees. · Advise staff on employee development, organizational development and employee performance issues. · Assist with skill assessment, performance review and development plans. · Prepare and submit regulatory reports including state unemployment compensation, etc. · Stay abreast of changing laws, requirements and practices in the HR field. Qualifications: · Bachelor's degree in Business, Organizational Development or related field required, with a Master's degree preferred; Minimum 15+ years of HR generalist experience required. Seven years of experience in a management role within a manufacturing or industrial setting. · Demonstrated knowledge and understanding of human resources principles and practices to include recruitment, benefits, compensation, training and development and strategy. · A demonstrated ability to work with senior management, understand business and finance principals and align HR best practices to the business strategy. · Effective analytical skills to examine cost structures and resolve complex issues. · Knowledge of state Worker's Compensation law and other regulatory standards. · Self-starter with high energy and proven record of instituting continuous improvement. Success begins with hiring the right people to partner with us as we grow and develop our businesses. People are central to everything we do. It is through their efforts and talents that Titan has been successful for over 100 years. Learn more about us at ********************* Titan America is committed to providing Equal Employment Opportunity (EEO) to all qualified persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a Disabled Veteran, Three‐Year Recently Separated Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran, or other protected status.

Marmon Foodservice Technologies, Inc. As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best. About The Job Though you may not know us by name, you've most likely enjoyed meals and refreshments supported by our industry-leading brand portfolio. For decades, we've designed and manufactured foodservice equipment for some of the world's biggest, most recognized consumer brands. We are driven to innovate with a clear purpose in mind: to enhance the eating and drinking experience, nourishing the people and communities we serve. Reporting to the Senior Director of Human Resources (HR), Americas, the Director of Human Resources is responsible for leading all HR functions across the Marmon Foodservice Technology, McAllen, Texas warehouse, Reynosa, Mexico manufacturing facility, and Mexico City office. This role ensures compliance with U.S. and Mexican labor laws, aligns HR strategies with business objectives, and fosters a strong company culture across all locations. The Director of HR will oversee talent acquisition, employee relations, training & development, compensation & benefits, environmental health & safety, and compliance, ensuring a productive and engaged workforce. The ideal candidate is strongly bilingual (English & Spanish), has experience with Mexican labor unions and union negotiations, thinks strategically and has impeccable stakeholder management and communication skills. Direct experience with human resources for maquiladoras is a must. The candidate should be strong in team development, fostering an engaged and effective Human Resources team, along with inspiring engagement throughout the facilities. This role is considered on-site, with an office location in Reynosa, Mexico, with the ability to work from the McAllen, TX warehouse, or other locations as needed to support the business. MFT Americas prides itself in workplace flexibility, supporting both the needs of employees and the business. Why Join Us? This is an exciting opportunity for an experienced HR leader to shape the people strategy for a growing company with operations in both the U.S. and Mexico. If you thrive in a dynamic environment and enjoy driving HR excellence across borders, we'd love to hear from you! What You'll Do HR Leadership & Strategy: Develop and implement HR strategies aligned with business objectives across all locations. Lead inclusion and engagement initiatives to promote a positive company culture. Organizational Strategy & Change Management Partner with executive leadership to support workforce planning and organizational development. Develop and implement organizational development strategies aligned with business goals. Lead change management initiatives to improve adaptability and performance. Conduct organizational assessments and recommend solutions to enhance efficiency and culture. Talent Acquisition: Oversee recruitment strategies to attract and retain top talent in Texas and Mexico (salaried and hourly workforce). Work with hiring managers to streamline hiring processes and optimize workforce needs. Develop onboarding programs to integrate new employees successfully. Partner with Talent Acquisition team at headquarters in Carol Stream, IL to align TA processes and philosophy Training & Development: In partnership with L&D Manager, implement training programs to develop leadership and technical skills across teams. Drive performance management processes, including goal-setting, evaluations, and career development. Promote employee engagement through recognition programs and continuous feedback. Ensure compliance with Mexican regulations for training requirements HR Operations & Reporting: Leverage HR systems and analytics to track key workforce metrics. Provide HR reports and insights to leadership for data-driven decision-making. Manage expatriate employees, visas, and cross-border employment policies. Environmental Health & Safety Oversee the team responsible for ensuring workplace safety, environmental protection and compliance with regulatory standards. Who You Are Strategic thinker who can zoom in and zoom out as necessary, straddling both operational and strategic needs Expert on working with and negotiating with Mexican labor unions Bilingual - English & Spanish Developer of talent, building a bench and a strong succession line Skills/Experience We're Looking For Bilingual (English & Spanish) . Strong leadership and people management skills. Excellent communication, negotiation, and problem-solving abilities. Ability to handle confidential information with professionalism and discretion. Proficiency in HRIS, payroll systems, and data analytics tools. Required Qualifications Bachelor's degree (minimum) 10 years of progressive experience in Human Resources Proven experience leading teams Experience in talent acquisition, compensation and benefits, employee relations, performance management, and labor relations (union) Travel Requirement: Up to 20% travel - most often to headquarters in Carol Stream, Illinois, or to Mexico City. Nice To Have Qualifications SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) Certified Professional in Talent Development (CPTD) Prosci Change Management Certification Leadership coaching certifications (ICF, Hogan, DISC, etc.) Benefits We support your well-being with comprehensive and easy-to-use benefits that you'll be eligible to enroll in on your first day of employment. Here are some of the highlights: Medical, Dental, Vision, and Prescription Drug insurance plans Access to a Health Advocate who is an expert in Marmon's health plan and can help you select the best health benefits for you and your family Tax advantaged spending accounts for health and dependent care expenses Wellness programs and resources including Telehealth, Mental Health, Fitness, and Family Planning Generous paid time off for personal use, holidays, and parental leave Company-sponsored life insurance 401(k) with fully vested company match; Marmon may also make an additional annual discretionary contribution to your account, whether or not you contribute on your own Financial and retirement advising About Marmon Holdings Marmon Holdings, Inc., a Berkshire Hathaway company, comprises 11 groups and more than 100 autonomous businesses with total annual revenue of $10 billion. Marmon's 28,000-plus team members are celebrating the company's 70th anniversary in 2023 and helping write the next chapter of Marmon's story. #LI-DNI Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law. We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to ******************, and please be sure to include the title and the location of the position for which you are applying.

Perfection Hy-Test Company As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best. Marmon's Transportation Group is searching for a Group HR Director to support our growing Aftermarket Group. Aftermarket Group is comprised of 10+ individual companies. The operating sites in SC, VT, NC, IN, PA, Mexico & China. Aftermarket's revenue is over $700M revenue and 1400+ full-time employees. Reporting to the Group President of Aftermarket and dotted line to VP of HR for the Transportation Group. Group HR Director will be responsible for developing and executing human resource strategy in support of the overall business plan. The Group HR Director will develop and deliver HR services to effectively drive the organization's performance and growth. Primary areas of responsibility will include talent acquisition, talent management, talent development, organizational and performance management, learning and development, HRIS, and HR Operations. Culture and people are viewed as essential components of success. The Group HR Director will play a central role in driving a best-in-class culture into and across the organization and will exemplify Marmon's core values. Hiring, staffing, and the retaining of high-quality talent is at the core of the business, and the Group HR Director will spearhead these efforts. The Group HR Director will also serve as an advisor to the President and Leadership Team on key human resource matters. It is important that the Group HR Director demonstrates a strong character, excellent leadership and communication skills, and a willingness to build solid working relationships across all functional areas as well as with The Marmon Group. This position is suited to those seeking an exceptional degree of responsibility and who thrive in a fast-paced, complex, high-growth organization. The position is based at any of the Charleston, South Carolina locations. Travel is up to 30%. Key Responsibilities The Position will be responsible for: Enhancing and fostering a culture consistent with the values of the company. Providing end-to-end operational HR leadership, including employee engagement, learning & development, performance management, and workforce planning. Implementing policies, procedures, and programs that assess organizational effectiveness, resources, and talent. Developing effective and creative programs for hiring, onboarding, and key talent development. Leading the HR team by inspiring the delivery of great service, providing candid input, and fostering a culture of continuous improvement. Managing due diligence and HR integration for acquisition. Serving as a player-coach. Evaluating and continuously improving the organizational learning & development strategy, with the goal of optimizing the talents and skills of the employee population. Providing organizational leadership around culture assessment and development; introducing and managing organizational change and development initiatives. Collaborating and liaising with The Marmon Group to ensure all policies and procedures are in alignment with Marmon and Berkshire Hathaway. Administering/overseeing the administration of HR programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; environmental health and safety (EHS); occupational health and safety; and training and development. Monitoring and ensuring Marmon's compliance with federal, state, and local employment laws and regulations, and recommending best practices; reviewing and modifying policies and practices to maintain compliance. Maintaining knowledge of trends, best practices, regulatory changes, and new technologies in HR, HRIS, talent management, and employment law; applying this knowledge to communicate changes in policy, practice, and resources to upper management. Developing and implementing a departmental budget. The Profile The requirements for the Position have been identified as: Minimum of 10 years' experience in HR leadership roles, with a proven track record of success in a multi-site manufacturing environment. Deep knowledge of the functional elements of human resources, including talent acquisition and development, continuous learning programs, business partnerships, and performance management. A strong and capable leader who can develop a best-in-class team. Experience developing an HR strategy and executing with a “hands-on” approach. Strong functional knowledge of HRIS systems; knowledge of Workday preferred. Demonstrated success in a growth environment. Able to create and deliver training topics with ease. Strategic and confident management style backed by strong business acumen and experience. Superior interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills, with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Able to adapt to the needs of the organization and employees. Thorough knowledge of employment-related laws and regulations. Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law. We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to ******************, and please be sure to include the title and the location of the position for which you are applying.

Wolverine Building Group is recognized nationally as a leader in the construction industry. We specialize in industrial, multi-unit residential, healthcare, office, retail, and restaurant construction. We provide quality building solutions through integrity, value and craftsmanship and are a growth company of nearly 200 employees headquartered in Grand Rapids, Michigan with locations in Brighton and Lansing, Michigan. We are seeking a Vice President of Human Resources who can serve as a strategic partner in helping us scale the business. As an organization, we exist to positively impact people and communities. We're proud to be nationally recognized as one of the "Best and Brightest Companies to Work For." Position Summary:The Vice President of Human Resources is a strategic and hands-on leader responsible for building and guiding all aspects of the Human Resources function - including talent attraction and acquisition, employee development, total rewards, employee engagement and relations, compliance, organizational effectiveness, HR operations, and team leadership. Reporting to the CFO, the VP of HR will serve as a trusted partner to the executive team and cross-functional leaders, ensuring HR strategies align with the company's business goals and growth trajectory. This role requires a balance of high-level strategic leadership and the ability to oversee and execute day-to-day HR work. In addition, the VP of HR will play a critical role in supporting mergers and acquisitions, including due diligence and integration activities, as the company expands. Essential Responsibilities: Strategic HR Leadership:• Develop and execute HR strategies that support company goals, growth, and culture.• Serve as a trusted advisor and thought partner to the CFO and senior leaders.• Aligns HR practices with the company's business priorities and evolving workforce needs. Talent Attraction & Acquisition:• Oversee recruitment strategies to attract, hire, and retain top talent.• Ensure effective onboarding and offboarding is in place to support fast and efficient assimilation and exits that protect dignity and employment brand.• Partner with the business on workforce planning to proactively identify short- and long-term headcount and talent needs. Employee Development:• Ensure performance management processes are in place to support employee feedback, accountability, and development.• Build and implement programs for career pathing and growth, leadership development, and succession planning.• Partner with business leaders to identify and address talent gaps. Total Rewards:• Lead the design, implementation, and administration of competitive compensation and benefits programs.• Ensure programs support employee engagement, retention, and compliance.• Oversee annual benefit renewals, open enrollment, and related vendor management. Employee Engagement & Relations:• Lead employee engagement initiatives, including pulse surveys, action planning, and feedback mechanisms.• Partner with leaders on communication and change management strategies that strengthen culture and alignment and promote a positive, inclusive, and high-performance workplace.• Provide guidance and resolution on employee relations matters to ensure fairness, consistency, and trust. Compliance:• Ensure compliance with all applicable federal, state, and local employment laws and regulations.• Oversee creation, maintenance, and communication of company policies and employee handbook.• Partner with internal stakeholders and outside counsel to mitigate compliance risks, monitor regulatory changes, and proactively adjust HR practices. Organizational Effectiveness:• Partner with senior leadership to assess organizational structure and roles to ensure alignment with company strategy and growth.• Lead initiatives to strengthen culture, engagement, and cross-functional collaboration, improving overall organizational performance.• Implement tools and practices that support change management and communication, enabling accountability and clarity across the business. HR Operations:• Manage HR systems to optimize efficiency and ensure accuracy and compliance.• Define and report on HR metrics to support business decision-making.• Drive continuous improvement in HR processes, tools, and systems.• Partner with Payroll, Finance, IT, Marketing, and Safety on cross-functional people matters, internal communication, leave management, workers comp, and safety related items. Team Leadership:• Lead, mentor, and develop a small team of HR professionals, building capabilities within the team to scale with the company's growth.• Create and foster a collaborative, service-oriented team that partners effectively with leaders and employees at all levels.• Model strong leadership, accountability, and a customer / people-first mindset. M&A Support:• Partner with executive leadership on M&A activities, including due diligence, HR assessments, and integration planning.• Develop and execute HR and people integration plans to ensure smooth transitions for acquired employees. Educations & Experience:• Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (e.g., SPHR, SHRM-SCP) preferred.• 10+ years of progressive HR experience, including leadership roles with both strategic and operational HR responsibilities.• Prior experience in construction, engineering/architecture, professional services, or related industry preferred.• Proven experience in talent management, organizational development, total rewards, and employee relations.• Experience with HR systems and technology, including HRIS, ATS, PMS, LMS and other systems or modules. • Experience supporting mergers and acquisitions, including due diligence and integration preferred. Other Knowledge, Skills, & Abilities:• Strong knowledge of employment law and compliance requirements.• Demonstrated success in leading and developing HR teams in growth-oriented environments.• Computer skills and knowledge to conduct daily work, facilitate communication, create and deliver presentations and utilize HR systems and technology.• Demonstrates the ability to work effectively with people of diverse backgrounds and promote a positive working environment.• Earns the respect and trust of others, from frontline employees to executives and with external partners and vendors.• Ability to travel and work remotely up to 10% to attend industry or functional events, support scaling business operations, and visit non-local work offices or project locations in the area, region, and nationally.Joining our collaborative work environment provides opportunities for advancement, competitive wages, and great benefits including: • Low-cost medical insurance options, including a HDHP with HSA match • Dental, vision, basic life, voluntary life, short- and long-term disability insurance • 401(k) retirement plan with 50% employer match • Company holidays, parental leave, and paid time off • Profit-sharing and performance-based bonuses • Personal growth opportunities through training and education; tuition Reimbursement • Opportunities to engage in community involvement Wolverine Building Group is an equal opportunity employer. All qualified applicants and employees will receive consideration for employment, or in terms or conditions of employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or status as a qualified individual with disability.

Wolverine Building Group is recognized nationally as a leader in the construction industry. We specialize in industrial, multi-unit residential, healthcare, office, retail, and restaurant construction. We provide quality building solutions through integrity, value and craftsmanship and are a growth company of nearly 200 employees headquartered in Grand Rapids, Michigan with locations in Brighton and Lansing, Michigan. We are seeking a Vice President of Human Resources who can serve as a strategic partner in helping us scale the business. As an organization, we exist to positively impact people and communities. We're proud to be nationally recognized as one of the "Best and Brightest Companies to Work For." Position Summary: The Vice President of Human Resources is a strategic and hands-on leader responsible for building and guiding all aspects of the Human Resources function - including talent attraction and acquisition, employee development, total rewards, employee engagement and relations, compliance, organizational effectiveness, HR operations, and team leadership. Reporting to the CFO, the VP of HR will serve as a trusted partner to the executive team and cross-functional leaders, ensuring HR strategies align with the company's business goals and growth trajectory. This role requires a balance of high-level strategic leadership and the ability to oversee and execute day-to-day HR work. In addition, the VP of HR will play a critical role in supporting mergers and acquisitions, including due diligence and integration activities, as the company expands. Essential Responsibilities: Strategic HR Leadership: * Develop and execute HR strategies that support company goals, growth, and culture. * Serve as a trusted advisor and thought partner to the CFO and senior leaders. * Aligns HR practices with the company's business priorities and evolving workforce needs. Talent Attraction & Acquisition: * Oversee recruitment strategies to attract, hire, and retain top talent. * Ensure effective onboarding and offboarding is in place to support fast and efficient assimilation and exits that protect dignity and employment brand. * Partner with the business on workforce planning to proactively identify short- and long-term headcount and talent needs. Employee Development: * Ensure performance management processes are in place to support employee feedback, accountability, and development. * Build and implement programs for career pathing and growth, leadership development, and succession planning. * Partner with business leaders to identify and address talent gaps. Total Rewards: * Lead the design, implementation, and administration of competitive compensation and benefits programs. * Ensure programs support employee engagement, retention, and compliance. * Oversee annual benefit renewals, open enrollment, and related vendor management. Employee Engagement & Relations: * Lead employee engagement initiatives, including pulse surveys, action planning, and feedback mechanisms. * Partner with leaders on communication and change management strategies that strengthen culture and alignment and promote a positive, inclusive, and high-performance workplace. * Provide guidance and resolution on employee relations matters to ensure fairness, consistency, and trust. Compliance: * Ensure compliance with all applicable federal, state, and local employment laws and regulations. * Oversee creation, maintenance, and communication of company policies and employee handbook. * Partner with internal stakeholders and outside counsel to mitigate compliance risks, monitor regulatory changes, and proactively adjust HR practices. Organizational Effectiveness: * Partner with senior leadership to assess organizational structure and roles to ensure alignment with company strategy and growth. * Lead initiatives to strengthen culture, engagement, and cross-functional collaboration, improving overall organizational performance. * Implement tools and practices that support change management and communication, enabling accountability and clarity across the business. HR Operations: * Manage HR systems to optimize efficiency and ensure accuracy and compliance. * Define and report on HR metrics to support business decision-making. * Drive continuous improvement in HR processes, tools, and systems. * Partner with Payroll, Finance, IT, Marketing, and Safety on cross-functional people matters, internal communication, leave management, workers comp, and safety related items. Team Leadership: * Lead, mentor, and develop a small team of HR professionals, building capabilities within the team to scale with the company's growth. * Create and foster a collaborative, service-oriented team that partners effectively with leaders and employees at all levels. * Model strong leadership, accountability, and a customer / people-first mindset. M&A Support: * Partner with executive leadership on M&A activities, including due diligence, HR assessments, and integration planning. * Develop and execute HR and people integration plans to ensure smooth transitions for acquired employees. Educations & Experience: * Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (e.g., SPHR, SHRM-SCP) preferred. * 10+ years of progressive HR experience, including leadership roles with both strategic and operational HR responsibilities. * Prior experience in construction, engineering/architecture, professional services, or related industry preferred. * Proven experience in talent management, organizational development, total rewards, and employee relations. * Experience with HR systems and technology, including HRIS, ATS, PMS, LMS and other systems or modules. * Experience supporting mergers and acquisitions, including due diligence and integration preferred. Other Knowledge, Skills, & Abilities: * Strong knowledge of employment law and compliance requirements. * Demonstrated success in leading and developing HR teams in growth-oriented environments. * Computer skills and knowledge to conduct daily work, facilitate communication, create and deliver presentations and utilize HR systems and technology. * Demonstrates the ability to work effectively with people of diverse backgrounds and promote a positive working environment. * Earns the respect and trust of others, from frontline employees to executives and with external partners and vendors. * Ability to travel and work remotely up to 10% to attend industry or functional events, support scaling business operations, and visit non-local work offices or project locations in the area, region, and nationally. Joining our collaborative work environment provides opportunities for advancement, competitive wages, and great benefits including: * Low-cost medical insurance options, including a HDHP with HSA match * Dental, vision, basic life, voluntary life, short- and long-term disability insurance * 401(k) retirement plan with 50% employer match * Company holidays, parental leave, and paid time off * Profit-sharing and performance-based bonuses * Personal growth opportunities through training and education; tuition Reimbursement * Opportunities to engage in community involvement Wolverine Building Group is an equal opportunity employer. All qualified applicants and employees will receive consideration for employment, or in terms or conditions of employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or status as a qualified individual with disability. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Job DescriptionWolverine Building Group is recognized nationally as a leader in the construction industry. We specialize in industrial, multi-unit residential, healthcare, office, retail, and restaurant construction. We provide quality building solutions through integrity, value and craftsmanship and are a growth company of nearly 200 employees headquartered in Grand Rapids, Michigan with locations in Brighton and Lansing, Michigan. We are seeking a Vice President of Human Resources who can serve as a strategic partner in helping us scale the business. As an organization, we exist to positively impact people and communities. We're proud to be nationally recognized as one of the "Best and Brightest Companies to Work For." Position Summary:The Vice President of Human Resources is a strategic and hands-on leader responsible for building and guiding all aspects of the Human Resources function - including talent attraction and acquisition, employee development, total rewards, employee engagement and relations, compliance, organizational effectiveness, HR operations, and team leadership. Reporting to the CFO, the VP of HR will serve as a trusted partner to the executive team and cross-functional leaders, ensuring HR strategies align with the company's business goals and growth trajectory. This role requires a balance of high-level strategic leadership and the ability to oversee and execute day-to-day HR work. In addition, the VP of HR will play a critical role in supporting mergers and acquisitions, including due diligence and integration activities, as the company expands. Essential Responsibilities: Strategic HR Leadership:•Develop and execute HR strategies that support company goals, growth, and culture.•Serve as a trusted advisor and thought partner to the CFO and senior leaders.•Aligns HR practices with the company's business priorities and evolving workforce needs. Talent Attraction & Acquisition:•Oversee recruitment strategies to attract, hire, and retain top talent.•Ensure effective onboarding and offboarding is in place to support fast and efficient assimilation and exits that protect dignity and employment brand.•Partner with the business on workforce planning to proactively identify short- and long-term headcount and talent needs. Employee Development:•Ensure performance management processes are in place to support employee feedback, accountability, and development.•Build and implement programs for career pathing and growth, leadership development, and succession planning.•Partner with business leaders to identify and address talent gaps. Total Rewards:•Lead the design, implementation, and administration of competitive compensation and benefits programs.•Ensure programs support employee engagement, retention, and compliance.•Oversee annual benefit renewals, open enrollment, and related vendor management. Employee Engagement & Relations:•Lead employee engagement initiatives, including pulse surveys, action planning, and feedback mechanisms.•Partner with leaders on communication and change management strategies that strengthen culture and alignment and promote a positive, inclusive, and high-performance workplace.•Provide guidance and resolution on employee relations matters to ensure fairness, consistency, and trust. Compliance:•Ensure compliance with all applicable federal, state, and local employment laws and regulations.•Oversee creation, maintenance, and communication of company policies and employee handbook.•Partner with internal stakeholders and outside counsel to mitigate compliance risks, monitor regulatory changes, and proactively adjust HR practices. Organizational Effectiveness:•Partner with senior leadership to assess organizational structure and roles to ensure alignment with company strategy and growth.•Lead initiatives to strengthen culture, engagement, and cross-functional collaboration, improving overall organizational performance.•Implement tools and practices that support change management and communication, enabling accountability and clarity across the business. HR Operations:•Manage HR systems to optimize efficiency and ensure accuracy and compliance.•Define and report on HR metrics to support business decision-making.•Drive continuous improvement in HR processes, tools, and systems.•Partner with Payroll, Finance, IT, Marketing, and Safety on cross-functional people matters, internal communication, leave management, workers comp, and safety related items. Team Leadership:•Lead, mentor, and develop a small team of HR professionals, building capabilities within the team to scale with the company's growth.•Create and foster a collaborative, service-oriented team that partners effectively with leaders and employees at all levels.•Model strong leadership, accountability, and a customer / people-first mindset. M&A Support:•Partner with executive leadership on M&A activities, including due diligence, HR assessments, and integration planning.•Develop and execute HR and people integration plans to ensure smooth transitions for acquired employees. Educations & Experience:•Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (e.g., SPHR, SHRM-SCP) preferred.•10+ years of progressive HR experience, including leadership roles with both strategic and operational HR responsibilities.•Prior experience in construction, engineering/architecture, professional services, or related industry preferred.•Proven experience in talent management, organizational development, total rewards, and employee relations.•Experience with HR systems and technology, including HRIS, ATS, PMS, LMS and other systems or modules. •Experience supporting mergers and acquisitions, including due diligence and integration preferred. Other Knowledge, Skills, & Abilities:•Strong knowledge of employment law and compliance requirements.•Demonstrated success in leading and developing HR teams in growth-oriented environments.•Computer skills and knowledge to conduct daily work, facilitate communication, create and deliver presentations and utilize HR systems and technology.•Demonstrates the ability to work effectively with people of diverse backgrounds and promote a positive working environment.•Earns the respect and trust of others, from frontline employees to executives and with external partners and vendors.•Ability to travel and work remotely up to 10% to attend industry or functional events, support scaling business operations, and visit non-local work offices or project locations in the area, region, and nationally.Joining our collaborative work environment provides opportunities for advancement, competitive wages, and great benefits including:•Low-cost medical insurance options, including a HDHP with HSA match•Dental, vision, basic life, voluntary life, short- and long-term disability insurance• 401(k) retirement plan with 50% employer match•Company holidays, parental leave, and paid time off•Profit-sharing and performance-based bonuses •Personal growth opportunities through training and education; tuition Reimbursement•Opportunities to engage in community involvement Wolverine Building Group is an equal opportunity employer. All qualified applicants and employees will receive consideration for employment, or in terms or conditions of employment, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or status as a qualified individual with disability. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

About Us We are a leading industrial mechanical, electrical, and civil construction services provider for the fossil and nuclear power, pulp and paper, chemical, mining, and general manufacturing industries. We provide a full range of industrial facilities maintenance and process maintenance services. Job Summary The HR Director guides and manages the overall operations of the PPM Human Resources function to include recruiting, training, coaching, counseling, and disciplining staff; resolving problems; implementing change. The HR Director provides leadership to the HR team across a broad range of HR disciplines, playing the primary role in crafting HR strategy and driving its execution. As a member of the senior management team, the HR Director reports directly to the President/CEO. Essential Duties & Responsibilities Recommends and drives execution of programs and policies that create or reinforce a positive employee relations atmosphere. Prepares internal employee communications regarding company policies. Counsel employees in the interpretation and application of human resources programs. Provides practical, consistent, and proactive support, direction and advice to Managers & employees on HR procedures, policy, best practice, employment rewards, benefits, and legislation. Responds to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints. Implements and executes effective communications to support company strategic plan/objectives, company values, etc. Acts as the HR lead on the transition team for mergers and acquisitions. Leads and manages the performance management process for all business units with input from senior management. Assists with defining PPM learning/development strategies. Provides leadership, guidance, and support in developing a team of credible HR professionals to provide exemplary service to the organization. Conducts/oversees all annual required training. Engages Sr. Management and other organizational functions as necessary to provide comprehensive, targeted training programs for employee and Management advancement. Monitors evolving government influences on policies, processes and practices, and ensures the company complies with all applicable laws and regulations. Ensures the completion of all required annual reports, including EEO-1, VETS-100, OES and AAPs for all business units. Analyzes and mitigates risk to the organization as it relates to Human Resources (i.e. compliance, regulatory changes and requirements, best practice) by proactively monitoring internal and external risks to the company. Oversees the implementation of all Company benefits programs. Oversee the submittal of monthly reporting for 401K/HSA/FSA & ESPP plans to EMCOR, then audits information submitted for accuracy and consistency with PPM systems. Leads and organizes annual Open Enrollment. Manages FMLA/Military leave processes. Conducts all investigations for all business units with guidance and/or assistance from EMCOR HR & Legal Departments as needed. Represents the company in all hearings and mediation. Develops, updates, and maintains all personnel policies, personnel records, policy manuals and handbooks not under EMCOR's governance as required to assure compliance with human resources procedures and policies and federal/state guidelines. Coordinates implementation of all HR services, policies, and programs through the Human Resources staff. Participate in annual meetings to communicate new policies and procedures to management and to review existing ones. Manages the Company Substance Abuse Program, including policy creation and modification and the Mandatory Referral Program for drug screen failures. Identifies trends that could impact organizational objectives and/or operational resources. Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Travels to jobsites/business unit offices as needed. Other duties as assigned. Qualifications The requirements listed below are representative of characteristics and demonstrated capabilities sought to perform this job successfully. Must think strategically, make sound decisions, and produce accurate and timely results. Must be a hands-on manager and leader. Must exhibit confidence in self and others, inspire and motivate a team to perform well and effectively influence the actions of others. Must monitor and analyze information and solve problems on a strategic and tactical level. Must build positive working relationships with multiple levels of employees and management. Must demonstrate integrity and professionalism. Must demonstrate commitment to company values. Requirements: BA/BS degree from an accredited four-year college or university in Human Resources Management or Business, eight to ten years recent related experience and/or training; or an equivalent combination of education and construction experience. Working knowledge of industrial construction and maintenance language and terms. Working knowledge of health and welfare benefits administration. Experience overseeing and leading human resource teams. Excellent interpersonal skills and demonstrated proficiency building and maintaining positive professional relationships. Significant experience with Microsoft Office (i.e., Word, Excel) applications. Working knowledge of HRIS is desirable. Previous experience with ORACLE JDE a plus but not required. PHR/SPHR desirable. Physical Demands Must be able to complete hiring paperwork electronically through DocuSign May be required to lift and carry items weighing up to 50 pounds Must posses enough strength and stamina to perform the technical duties and essential functions as identified above Must be able to move in and around confined spaces and uneven areas Must have full range of motion consistent with age Must be able to climb and maintain balance ladders Must be able to adequately hear and respond to voice commands and alerts from other employees, alarms and other job-related noises Visual acuity, depth perception and color discrimination consistent with that required to work at heights and on uneven surfaces Safety/Steel toe shoes are required. Work Environment Conditions include working in office, with occasional entry into shops, plants and factories, busy traffic areas, and warehouses. Occasional exposure to dirt, dust, grease, oil, vibrations, and adverse weather conditions. Must be able to safely access all areas of property. Must be able to effectively use any required PPE equipment. #PPM Equal Opportunity Employer As a leading provider of mechanical and electrical construction, facilities services, and energy infrastructure, we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled Notice to Prospective Employees Notice to prospective employees: There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies list open positions here. Please check our available positions to confirm that a post or email is genuine. EMCOR Group and its companies do not reach out to individuals to help with marketing or other similar services. If an individual is contacted for services outside of EMCOR's normal application process - it is probably fraudulent.

Job Details Plant 9 - Goshen, IN SalaryDescription Genesis Products is seeking a results-driven Vice President of Human Resources to partner directly with the CEO and senior leadership team. This role is responsible for ensuring the development and alignment of people, processes, and performance across all areas of the business. We are looking for a leader with a strong operational and process improvement background-someone who understands manufacturing, thrives on structure and efficiency, and can bring follow-through to our people processes. This person will build on the strong HR foundation already in place and elevate how we execute across the organization. The ultimate objective to drive business results through catalyzing the development of the most talented, dynamic, and effective team in our industry. The right candidate will bring business results to life through consistent processes, clear accountability, and a unified leadership approach that strengthens Genesis' people first entrepreneurial culture. Strategic Leadership & Partnership Serve as a trusted advisor and operational partner to the CEO and senior leadership team. Align people strategy with business strategy-ensuring that organizational structure, leadership capability, and processes support company growth and efficiency. Partner with Operations Managers, Plant Managers and Senior Leaders to drive accountability, consistency, and process adherence across all facilities. Support the CEO in building leadership discipline and follow-through on initiatives that drive excellence company-wide. Participate in all company strategic planning to align talent development strategies with company objectives. Business & Process Excellence Lead process standardization and documentation across HR and operations to ensure clarity, consistency, and compliance. Evaluate current systems and workflows to eliminate inefficiencies, reduce redundancy, and enhance communication across departments. Partner with the Operations teams to strengthen the connection between operational performance and people systems. Build a culture of continuous improvement by teaching leaders to use data, metrics, and process thinking in decision-making. Identify and implement scalable systems and processes to support sustainable growth. People Leadership & Development Lead and empower a strong HR team including HR Managers, Business Partners, and Coordinators. Ensure HR programs-recruiting, onboarding, reviews, engagement, and development-are executed consistently and effectively across all divisions. Provide coaching and direction to leaders to build capability in performance management, feedback, and talent development. Strengthen succession planning and leadership readiness across all levels of the organization. Culture & Communication Champion Genesis' People Philosophy and ensure its embedded in everyday leadership behaviors. Foster a culture of excellence, accountability, and teamwork-ensuring that processes are followed because they drive results, not red tape. Promote transparency, clear communication, and trust between leadership and teams. Qualifications Bachelor's degree in Business, Operations Management, or related field required; Master's preferred. 10+ years of leadership experience in manufacturing or operations, with exposure to HR, business excellence, or process improvement. Proven track record implementing systems and processes that improve operational efficiency. Strong understanding of lean manufacturing, Six Sigma, or continuous improvement tools (formal certification is a plus). Excellent leadership, communication, and organizational development skills. Data-driven decision maker with the ability to connect process metrics to business outcomes. Competencies Operational Discipline - Drives consistency, accountability, and structure across functions. Strategic Thinking - Aligns people and processes to business priorities. Leadership Development - Builds capability and bench strength across the organization. Continuous Improvement - Identifies and implements process enhancements. Business Acumen - Understands how manufacturing operations, people, and profit connect. Change Leadership - Brings clarity, influence, and follow-through during periods of change.

Moss is a national privately held construction firm providing innovative solutions resulting in award-winning projects. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build. The company's diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports. Moss is ranked by Engineering News-Record as the nation's top solar contractor and one of the top 50 general contractors. Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. Its employees consistently rank Moss as one of the best places to work. POSITION SCOPE AND ORGANIZATIONAL IMPACT Moss' Vice President, HR Operations, is a senior HR leader responsible for designing and leading a centralized HR Operations function that delivers accuracy, efficiency, and care at scale. This leader will oversee HRIS, HR PMO, HR Administration, Team Member Care, and, as the function matures, Total Rewards. This role blends strategic foresight with operational excellence, ensuring that HR processes are streamlined, data-driven, and anchored in Moss values. The VP will partner closely with the CHRO, HR Pods, Solar HR, and business leaders to create an HR experience that is fast, reliable, and people centered. ESSENTIAL JOB DUTIES AND RESPONSIBILITIES Define and execute the HR Operations vision in alignment with CHRO priorities and Moss's values. Act as a trusted advisor to the CHRO and senior leadership on HR systems, processes, compliance, and operations. Ensure HR Operations is a cultural investment, not just a structural one-strengthening Moss's reputation as a Great Place to Work Own HRIS strategy, roadmap, optimization, and integrations (Workday strongly preferred). Ensure data governance, process automation, and self-service capabilities. Deliver analytics and dashboards that drive better decisions on talent, workforce, and rewards Lead the HR PMO to manage cross-functional initiatives with discipline, transparency, and impact. Oversee HR projects such as annual cycles, system upgrades, and policy rollouts. Build organizational capability in project management and change adoption Oversee employee records, compliance documentation, employment verification, and vendor invoicing. Lead leave administration, onboarding/offboarding, and policy administration. Ensure Team Member Care provides responsive, empathetic support, reflecting Moss's value of honoring relationships Design and oversee compensation and benefits programs that are fair, competitive, and compliant. Manage annual merit, bonus, and incentive cycles in partnership with HR Pods. Oversee benefits strategy and vendor partnerships, balancing cost-effectiveness with employee well-being Ensure all HR processes, from payroll interfaces to benefits administration, are compliant, auditable, and risk mitigated. Partner with Legal, Finance, and Payroll to uphold governance and data privacy standards Operational Excellence - HRIS uptime >99%, Enable strategic HR partnership by freeing HR Pods and Solar HR teams to focus on strategy and business alignment Ensure full compliance with audits, regulations, and internal controls, maintaining 100% adherence to risk and governance standards Occasional travel ( Perform other duties as assigned EDUCATION AND WORK EXPERIENCE Bachelor's degree in HR, Business, Information Systems, or related field 10+ years of progressive HR experience; 5+ in HR Operations leadership Proven ownership of HRIS strategy and governance (Workday experience highly preferred) Experience in compensation, benefits, and vendor management Strong project/program management track record Exceptional communicator and stakeholder manager Master's degree (MBA, MSHRM) or advanced technical/business degree Industry experience in construction, renewable energy, or multi-site enterprises Certifications: PMP, SHRM-SCP/SPHR, CCP, or equivalent Technical familiarity with HRIS platforms and analytics tools (Power BI, Tableau, SQL) Strategic & Operational Balance - Sees the big picture while ensuring flawless execution Data-Driven Storyteller - Turns insights into clear, actionable recommendations Culture Carrier - Models Moss's values of honoring relationships, entrepreneurial spirit, and contagious energy Change Agent - Drives transformation with empathy, clarity, and adoption Team Builder - Develops a high-performing team rooted in trust, care, and excellence JOB TITLE: VICE PRESIDENT, HR OPERATIONS JOB LOCATION: FORT LAUDERDALE, FL CLASSIFICATION: FULL TIME - EXEMPT - SALARIED REPORTS TO: CHIEF HUMAN RESOURCES OFFICER (CHRO) Moss is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

About Us Solar Mason is a leading firm in the solar energy engineering, procurement, and construction sector. Based in Scranton, PA, we are committed to advancing renewable energy solutions and creating a sustainable future. Job Description We are in search of a Chief Human Resources Officer (CHRO) to lead our human resources department. The CHRO will be responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization. The successful candidate will oversee talent management, organizational and performance management, training and development, and compensation. Key Responsibilities Set the organization's HR strategy and lead all HR operations. Analyze the effectiveness of HR operations and policies. Prepare detailed reports on HR costs. Recommend new policies, strategies, and procedures. Develop and oversee a robust talent management program. Ensure legal compliance throughout human resource management. Qualifications Proven experience as a Chief Human Resources Officer or similar role. Understanding of all HR functions and best practices. Demonstrable competency in strategic planning and business development. Excellent interpersonal and leadership skills. BSc/BA in Business, Human Resources, or relevant field; MSc/MA will be a plus. Solar Mason is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Expected salary range is $160,000 - $210,000 depending upon experience plus 10% target bonus * Applicants must be eligible to work in the United States without visa sponsorship now or in the future* Tutor Perini Corporation is seeking a Human Resources Director to join one of our offices in Los Angeles, CA metro area. About Tutor Perini Corporation: Extraordinary Projects, Exceptional Performance Tutor Perini Corporation is a leading civil, building, and specialty Construction Company that believes integrity, teamwork, and a collaborative approach are fundamental to our business success. Extraordinary projects demand a strategic and intelligent approach, finely honed through more than a century of real-world experience. They demand the relentless intensity of people who know the stakes are incredibly high. And they demand a team that understands mutual trust and integrity are necessary to execute massive undertakings on near-impossible deadlines. From coast to coast, notable projects include The Purple Line (D Line) Extensions in Los Angeles, SR 99 Viaduct replacement tunnel in Seattle, East Side Access projects and the Hudson Yards Platform in New York, Central Subway Third Street Light Rail in San Francisco, and multiple airport expansions and bridge projects. Extraordinary Projects need Exceptional Talent DESCRIPTION: The Human Resource Director contributes to company performance by providing strategic and tactical support and consulting on people strategies to several business units in various geographies while also contributing to Corporate HR initiatives. Responsibilities include but are not limited to the following HR functional areas: employee and/or labor relations, policy interpretation, benefits and leaves administration, compensation, onboarding, offboarding, employee records and policies, HRMS, and process improvement. Is responsible for supervisory and staff work under general guidance with a high expectation of autonomy. May carry out additional responsibilities and special projects. This position reports to the Senior Vice President & Chief Human Resources Officer at the corporate level and be part of a team of peers with similar and/or specialist duties and responsibilities. Supervisory Responsibilities: * Oversee the daily workflow of your team. * Provides constructive and timely performance feedback and coaching. * Supervises one or more HR Managers, Generalists, and Coordinators. * This role has responsibility for business units headquartered in CA, TX, NV, and MS and satellite locations in many states. Some travel to business units and field locations will be required. Essential Job Functions: * Collaborates with business unit senior leadership to understand the organization's goals and strategy related to staffing, recruiting, performance, and retention. * Provides consultation to management on the administration and interpretation of company policies and procedures, staffing, compensation, training and development, and employee relations. * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. * Under the direction of Corporate HR, conducts investigations on litigated, non-litigated, and external agency complaints. Investigates and tracks all internal complaints through to resolution and reports to Corporate HR. Assists in drafting responses to complaints. * Assists managers and employees with employee relations/conflict resolution to ensure fairness and consistency in practices. * Monitors individual BU policies to ensure compliance with corporate directives. * Participates in HR Sox audits. Reviews documents to ensure compliance. * Conducts ACA Eligibility Audit (Monthly) and assists with ACA 1095 Reporting. * Conducts training on the Affirmative Action Program (AAP) 16 Steps and Harassment Prevention. * HRMS oversight including back-up and audit; provides data and reports to leadership and corporate. * Oversee leaves of absences and ADA requests and administration for all business units. Act as a liaison with our third-party leave of absence administrator, benefits administrator, payroll department, and management. Assists in resolving benefit related issues. * Reviews and approves all offer letters in your respective Business Groups ensuring compliance with company policies and procedures (Workday HCM) * Oversee, through staff, the upload and maintenance of all employee records of employment to include pay, perquisites, benefits, performance, and other activities in accordance with company policies and state and federal regulatory requirements (Workday HCM). * Coordinates with Training Department to ensure CA ETP credits payments (Quarterly) and participate in Audit Review. * Assists in leadership of focus group; focus is on Employee Engagement/Retention, Corporate Communications, & College recruiting. * Responsible for the administration of the Performance Feedback Program (Workday HCM); assists with Career Growth and Training Program and Superintendent Mentor Program. * Maintains responsibility for organization compliance with federal, state, and local legislation pertaining to all personnel matters. Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed. * Assists with any Immigration/Visa sponsorships. * Partners with Corporate Headquarters to acquire HR approvals for related party requests, guaranteed bonus, access requests, etc. * Reviews and responds to legal document requests as Custodian of Record for assigned business units. * Assists in preparation of HR Budgets. * Reviews background screening to ensure adherence to policy and risk mitigation. * Assists with housing requests in accordance with corporate relocation policy. * Monitors vehicle assignments vs. allowances. * Engages in special Projects as needed. * Serves as backup to subordinate and peer staff as needed REQUIREMENTS: * Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred * 10 or more years of meaningful and progressive human resources management experience * Experience in running a multi-site, multi-business unit human resources function * Excellent attention to detail, verbal & written communication skills, interpersonal & negotiation skills, and supervisory & leadership experience * Experience in a union and non-union environments preferred * Experience in construction industry preferred * SHRM-CP, SHRM-SCP, PHR, or SPHR preferred * HR experience in a publicly traded company preferred * Experience with workday HCM preferred * Must be willing to work onsite 5 days per week Tutor Perini builds extraordinary projects, and we need exceptional talent. Join us and together we will build the future. Equal Opportunity Employer

Expected salary range is $160,000 - $210,000 depending upon experience plus 10% target bonus *****Applicants must be eligible to work in the United States without visa sponsorship now or in the future** ******* **_NO STAFFING AGENCY CANDIDATES WILL BE CONSIDERED FOR THIS POSITION_** Tutor Perini Corporation is seeking a **Human Resources Director** to join one of our offices in Los Angeles, CA metro area. **About Tutor Perini Corporation:** **_Extraordinary Projects, Exceptional Performance_** Tutor Perini Corporation is a leading civil, building, and specialty Construction Company that believes integrity, teamwork, and a collaborative approach are fundamental to our business success. Extraordinary projects demand a strategic and intelligent approach, finely honed through more than a century of real-world experience. They demand the relentless intensity of people who know the stakes are incredibly high. And they demand a team that understands mutual trust and integrity are necessary to execute massive undertakings on near-impossible deadlines. From coast to coast, notable projects include The Purple Line (D Line) Extensions in Los Angeles, SR 99 Viaduct replacement tunnel in Seattle, East Side Access projects and the Hudson Yards Platform in New York, Central Subway Third Street Light Rail in San Francisco, and multiple airport expansions and bridge projects. **_Extraordinary Projects need Exceptional Talent_** **DESCRIPTION:** The **Human Resource Director** contributes to company performance by providing strategic and tactical support and consulting on people strategies to several business units in various geographies while also contributing to Corporate HR initiatives. Responsibilities include but are not limited to the following HR functional areas: employee and/or labor relations, policy interpretation, benefits and leaves administration, compensation, onboarding, offboarding, employee records and policies, HRMS, and process improvement. Is responsible for supervisory and staff work under general guidance with a high expectation of autonomy. May carry out additional responsibilities and special projects. This position reports to the Senior Vice President & Chief Human Resources Officer at the corporate level and be part of a team of peers with similar and/or specialist duties and responsibilities. **Supervisory Responsibilities:** + Oversee the daily workflow of your team. + Provides constructive and timely performance feedback and coaching. + Supervises one or more HR Managers, Generalists, and Coordinators. + This role has responsibility for business units headquartered in CA, TX, NV, and MS and satellite locations in many states. Some travel to business units and field locations will be required. **Essential Job Functions:** + Collaborates with business unit senior leadership to understand the organization's goals and strategy related to staffing, recruiting, performance, and retention. + Provides consultation to management on the administration and interpretation of company policies and procedures, staffing, compensation, training and development, and employee relations. + Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. + Under the direction of Corporate HR, conducts investigations on litigated, non-litigated, and external agency complaints. Investigates and tracks all internal complaints through to resolution and reports to Corporate HR. Assists in drafting responses to complaints. + Assists managers and employees with employee relations/conflict resolution to ensure fairness and consistency in practices. + Monitors individual BU policies to ensure compliance with corporate directives. + Participates in HR Sox audits. Reviews documents to ensure compliance. + Conducts ACA Eligibility Audit (Monthly) and assists with ACA 1095 Reporting. + Conducts training on the Affirmative Action Program (AAP) 16 Steps and Harassment Prevention. + HRMS oversight including back-up and audit; provides data and reports to leadership and corporate. + Oversee leaves of absences and ADA requests and administration for all business units. Act as a liaison with our third-party leave of absence administrator, benefits administrator, payroll department, and management. Assists in resolving benefit related issues. + Reviews and approves all offer letters in your respective Business Groups ensuring compliance with company policies and procedures (Workday HCM) + Oversee, through staff, the upload and maintenance of all employee records of employment to include pay, perquisites, benefits, performance, and other activities in accordance with company policies and state and federal regulatory requirements (Workday HCM). + Coordinates with Training Department to ensure CA ETP credits payments (Quarterly) and participate in Audit Review. + Assists in leadership of focus group; focus is on Employee Engagement/Retention, Corporate Communications, & College recruiting. + Responsible for the administration of the Performance Feedback Program (Workday HCM); assists with Career Growth and Training Program and Superintendent Mentor Program. + Maintains responsibility for organization compliance with federal, state, and local legislation pertaining to all personnel matters. Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed. + Assists with any Immigration/Visa sponsorships. + Partners with Corporate Headquarters to acquire HR approvals for related party requests, guaranteed bonus, access requests, etc. + Reviews and responds to legal document requests as Custodian of Record for assigned business units. + Assists in preparation of HR Budgets. + Reviews background screening to ensure adherence to policy and risk mitigation. + Assists with housing requests in accordance with corporate relocation policy. + Monitors vehicle assignments vs. allowances. + Engages in special Projects as needed. + Serves as backup to subordinate and peer staff as needed **REQUIREMENTS:** + Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred + 10 or more years of meaningful and progressive human resources management experience + Experience in running a multi-site, multi-business unit human resources function + Excellent attention to detail, verbal & written communication skills, interpersonal & negotiation skills, and supervisory & leadership experience + Experience in a union and non-union environments preferred + Experience in construction industry preferred + SHRM-CP, SHRM-SCP, PHR, or SPHR preferred + HR experience in a publicly traded company preferred + Experience with workday HCM preferred + **Must be willing to work onsite 5 days per week** **_Tutor Perini builds extraordinary projects, and we need exceptional talent. Join us and together we will build the future._** **Equal Opportunity Employer**

Expected salary range is $160,000 - $210,000 depending upon experience plus 10% target bonus *****Applicants must be eligible to work in the United States without visa sponsorship now or in the future** ******* **_NO STAFFING AGENCY CANDIDATES WILL BE CONSIDERED FOR THIS POSITION_** Tutor Perini Corporation is seeking a **Human Resources Director** to join one of our offices in Los Angeles, CA metro area. **About Tutor Perini Corporation:** **_Extraordinary Projects, Exceptional Performance_** Tutor Perini Corporation is a leading civil, building, and specialty Construction Company that believes integrity, teamwork, and a collaborative approach are fundamental to our business success. Extraordinary projects demand a strategic and intelligent approach, finely honed through more than a century of real-world experience. They demand the relentless intensity of people who know the stakes are incredibly high. And they demand a team that understands mutual trust and integrity are necessary to execute massive undertakings on near-impossible deadlines. From coast to coast, notable projects include The Purple Line (D Line) Extensions in Los Angeles, SR 99 Viaduct replacement tunnel in Seattle, East Side Access projects and the Hudson Yards Platform in New York, Central Subway Third Street Light Rail in San Francisco, and multiple airport expansions and bridge projects. **_Extraordinary Projects need Exceptional Talent_** **DESCRIPTION:** The **Human Resource Director** contributes to company performance by providing strategic and tactical support and consulting on people strategies to several business units in various geographies while also contributing to Corporate HR initiatives. Responsibilities include but are not limited to the following HR functional areas: employee and/or labor relations, policy interpretation, benefits and leaves administration, compensation, onboarding, offboarding, employee records and policies, HRMS, and process improvement. Is responsible for supervisory and staff work under general guidance with a high expectation of autonomy. May carry out additional responsibilities and special projects. This position reports to the Senior Vice President & Chief Human Resources Officer at the corporate level and be part of a team of peers with similar and/or specialist duties and responsibilities. **Supervisory Responsibilities:** + Oversee the daily workflow of your team. + Provides constructive and timely performance feedback and coaching. + Supervises one or more HR Managers, Generalists, and Coordinators. + This role has responsibility for business units headquartered in CA, TX, NV, and MS and satellite locations in many states. Some travel to business units and field locations will be required. **Essential Job Functions:** + Collaborates with business unit senior leadership to understand the organization's goals and strategy related to staffing, recruiting, performance, and retention. + Provides consultation to management on the administration and interpretation of company policies and procedures, staffing, compensation, training and development, and employee relations. + Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. + Under the direction of Corporate HR, conducts investigations on litigated, non-litigated, and external agency complaints. Investigates and tracks all internal complaints through to resolution and reports to Corporate HR. Assists in drafting responses to complaints. + Assists managers and employees with employee relations/conflict resolution to ensure fairness and consistency in practices. + Monitors individual BU policies to ensure compliance with corporate directives. + Participates in HR Sox audits. Reviews documents to ensure compliance. + Conducts ACA Eligibility Audit (Monthly) and assists with ACA 1095 Reporting. + Conducts training on the Affirmative Action Program (AAP) 16 Steps and Harassment Prevention. + HRMS oversight including back-up and audit; provides data and reports to leadership and corporate. + Oversee leaves of absences and ADA requests and administration for all business units. Act as a liaison with our third-party leave of absence administrator, benefits administrator, payroll department, and management. Assists in resolving benefit related issues. + Reviews and approves all offer letters in your respective Business Groups ensuring compliance with company policies and procedures (Workday HCM) + Oversee, through staff, the upload and maintenance of all employee records of employment to include pay, perquisites, benefits, performance, and other activities in accordance with company policies and state and federal regulatory requirements (Workday HCM). + Coordinates with Training Department to ensure CA ETP credits payments (Quarterly) and participate in Audit Review. + Assists in leadership of focus group; focus is on Employee Engagement/Retention, Corporate Communications, & College recruiting. + Responsible for the administration of the Performance Feedback Program (Workday HCM); assists with Career Growth and Training Program and Superintendent Mentor Program. + Maintains responsibility for organization compliance with federal, state, and local legislation pertaining to all personnel matters. Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed. + Assists with any Immigration/Visa sponsorships. + Partners with Corporate Headquarters to acquire HR approvals for related party requests, guaranteed bonus, access requests, etc. + Reviews and responds to legal document requests as Custodian of Record for assigned business units. + Assists in preparation of HR Budgets. + Reviews background screening to ensure adherence to policy and risk mitigation. + Assists with housing requests in accordance with corporate relocation policy. + Monitors vehicle assignments vs. allowances. + Engages in special Projects as needed. + Serves as backup to subordinate and peer staff as needed **REQUIREMENTS:** + Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred + 10 or more years of meaningful and progressive human resources management experience + Experience in running a multi-site, multi-business unit human resources function + Excellent attention to detail, verbal & written communication skills, interpersonal & negotiation skills, and supervisory & leadership experience + Experience in a union and non-union environments preferred + Experience in construction industry preferred + SHRM-CP, SHRM-SCP, PHR, or SPHR preferred + HR experience in a publicly traded company preferred + Experience with workday HCM preferred + **Must be willing to work onsite 5 days per week** **_Tutor Perini builds extraordinary projects, and we need exceptional talent. Join us and together we will build the future._** **Equal Opportunity Employer**

Expected salary range is $160,000 - $210,000 depending upon experience plus 10% target bonus * Applicants must be eligible to work in the United States without visa sponsorship now or in the future* Tutor Perini Corporation is seeking a Human Resources Director to join one of our offices in Los Angeles, CA metro area. About Tutor Perini Corporation: Extraordinary Projects, Exceptional Performance Tutor Perini Corporation is a leading civil, building, and specialty Construction Company that believes integrity, teamwork, and a collaborative approach are fundamental to our business success. Extraordinary projects demand a strategic and intelligent approach, finely honed through more than a century of real-world experience. They demand the relentless intensity of people who know the stakes are incredibly high. And they demand a team that understands mutual trust and integrity are necessary to execute massive undertakings on near-impossible deadlines. From coast to coast, notable projects include The Purple Line (D Line) Extensions in Los Angeles, SR 99 Viaduct replacement tunnel in Seattle, East Side Access projects and the Hudson Yards Platform in New York, Central Subway Third Street Light Rail in San Francisco, and multiple airport expansions and bridge projects. Extraordinary Projects need Exceptional Talent DESCRIPTION: The Human Resource Director contributes to company performance by providing strategic and tactical support and consulting on people strategies to several business units in various geographies while also contributing to Corporate HR initiatives. Responsibilities include but are not limited to the following HR functional areas: employee and/or labor relations, policy interpretation, benefits and leaves administration, compensation, onboarding, offboarding, employee records and policies, HRMS, and process improvement. Is responsible for supervisory and staff work under general guidance with a high expectation of autonomy. May carry out additional responsibilities and special projects. This position reports to the Senior Vice President & Chief Human Resources Officer at the corporate level and be part of a team of peers with similar and/or specialist duties and responsibilities. Supervisory Responsibilities: * Oversee the daily workflow of your team. * Provides constructive and timely performance feedback and coaching. * Supervises one or more HR Managers, Generalists, and Coordinators. * This role has responsibility for business units headquartered in CA, TX, NV, and MS and satellite locations in many states. Some travel to business units and field locations will be required. Essential Job Functions: * Collaborates with business unit senior leadership to understand the organization's goals and strategy related to staffing, recruiting, performance, and retention. * Provides consultation to management on the administration and interpretation of company policies and procedures, staffing, compensation, training and development, and employee relations. * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. * Under the direction of Corporate HR, conducts investigations on litigated, non-litigated, and external agency complaints. Investigates and tracks all internal complaints through to resolution and reports to Corporate HR. Assists in drafting responses to complaints. * Assists managers and employees with employee relations/conflict resolution to ensure fairness and consistency in practices. * Monitors individual BU policies to ensure compliance with corporate directives. * Participates in HR Sox audits. Reviews documents to ensure compliance. * Conducts ACA Eligibility Audit (Monthly) and assists with ACA 1095 Reporting. * Conducts training on the Affirmative Action Program (AAP) 16 Steps and Harassment Prevention. * HRMS oversight including back-up and audit; provides data and reports to leadership and corporate. * Oversee leaves of absences and ADA requests and administration for all business units. Act as a liaison with our third-party leave of absence administrator, benefits administrator, payroll department, and management. Assists in resolving benefit related issues. * Reviews and approves all offer letters in your respective Business Groups ensuring compliance with company policies and procedures (Workday HCM) * Oversee, through staff, the upload and maintenance of all employee records of employment to include pay, perquisites, benefits, performance, and other activities in accordance with company policies and state and federal regulatory requirements (Workday HCM). * Coordinates with Training Department to ensure CA ETP credits payments (Quarterly) and participate in Audit Review. * Assists in leadership of focus group; focus is on Employee Engagement/Retention, Corporate Communications, & College recruiting. * Responsible for the administration of the Performance Feedback Program (Workday HCM); assists with Career Growth and Training Program and Superintendent Mentor Program. * Maintains responsibility for organization compliance with federal, state, and local legislation pertaining to all personnel matters. Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed. * Assists with any Immigration/Visa sponsorships. * Partners with Corporate Headquarters to acquire HR approvals for related party requests, guaranteed bonus, access requests, etc. * Reviews and responds to legal document requests as Custodian of Record for assigned business units. * Assists in preparation of HR Budgets. * Reviews background screening to ensure adherence to policy and risk mitigation. * Assists with housing requests in accordance with corporate relocation policy. * Monitors vehicle assignments vs. allowances. * Engages in special Projects as needed. * Serves as backup to subordinate and peer staff as needed REQUIREMENTS: * Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred * 10 or more years of meaningful and progressive human resources management experience * Experience in running a multi-site, multi-business unit human resources function * Excellent attention to detail, verbal & written communication skills, interpersonal & negotiation skills, and supervisory & leadership experience * Experience in a union and non-union environments preferred * Experience in construction industry preferred * SHRM-CP, SHRM-SCP, PHR, or SPHR preferred * HR experience in a publicly traded company preferred * Experience with workday HCM preferred * Must be willing to work onsite 5 days per week Tutor Perini builds extraordinary projects, and we need exceptional talent. Join us and together we will build the future. Equal Opportunity Employer

Division: Bay Area Main Minimum Years Experience: 15 Travel Involved: Job Type: RegularJob Classification: ExperiencedEducation:Bachelors DegreeJob Family:Human ResourcesCompensation:Salaried Exempt Human Resources business partner to leadership of business units or headquarters teams to direct consistent implementation of continuous improvement of human resources practices across company. Provide leadership and expertise to identify and drive employee initiatives, direct human resources functions and teams. Member of regional/business unit leadership team. Manage one or more Human Resource Managers/Generalists in more than one location. Essential Duties & Key Responsibilities: * Lead Human Resources (HR) and Talent Management (TM) strategies to achieve vision, mission, and goals of office/region. * Play integral role in company-wide HR Leadership Team (HRLT). Cascade feedback and communications from senior management decisions and direction to HR teams. * Role model of company culture and values across company. Drive anti-racism learning and advocate for equity and employee health and wellbeing working in collaboration with office/regional leadership. * Enrich the extraordinary employee experience by actively promoting trusting environment where employees can openly engage with HR. Connect in-person with employees regularly 'where they work', advocate and provide guidance to office and regional leadership on people-related needs and concerns. * In partnership with office leaders, establish programs to support initiatives to drive employee engagement, satisfaction, and retention. Utilize company-wide and local surveys to understand employee engagement levels and determine countermeasures to address trends. * Formulate, evaluate, and implement HR priorities, goals, and objectives aligned with office/regional business objectives in conjunction with office/regional leadership. * Lead and develop HR team to ensure deep bench strength in key areas of HR expertise. Foster teamwork, open communication, and collaboration with company-wide HR team. * Embrace, apply, and coach the HR team in lean concepts and practices, and recommend process improvements. * Deliver timely performance feedback for HR team and execute/contribute to performance appraisals during annual performance cycle. * In partnership with office/regional Operations, develop and implement integrated office/regional staffing strategies and employee career progression and mobility. * Partner in developing office/regional recruiting strategy (experienced hires, college relations/recruiting, and internships) in coordination with leaders to support hiring demands, mitigate organizational gaps, and build healthy candidate pipeline. * Lead performance management and succession planning processes, assist in identification of talent gaps for critical/key contributor positions, and propose solutions. Ensure managers are prepared to deliver constructive feedback and coach and/or mentor employees. * Lead office salary and compensation planning; provide guidance to management regarding company's merit philosophy. * Drive decision support and intervention strategy using root cause analysis and interpretation of various metrics (hiring, employee relations, and turnover) and data trends. * Guide office leaders on employment decisions (hiring, disciplinary, and termination) and complex HR legal and compliance matters in order to mitigate risk. Ensure compliance with company policies and federal, state, and local laws, in collaboration with HR Policy & Communication as needed. * Lead local office(s) employee relations investigations and complaints; advise on employment decisions and collaborate with Employee Relations to ensure proper management of all cases. * Coach all employee levels within office including leadership. Serve as liaison for external professional coaches and participate in coaching engagements. * Develop relationships and engage with internal and external legal counsel and compliance. * Work in partnership with office leaders and Environmental Health and Safety (EH&S) team to instill safety-first culture in support of Building L.I.F.E. (Living Injury Free Everyday) program. * Serve as volunteer participant on company-wide HR business initiatives. * Keep current with HR trends and be active in external professional HR organizations. * Other activities, duties, and responsibilities as assigned. The salary range for this position is estimated to be 166,000.00 - 247,000.00 USD annualized. Qualifications: * Bachelor's Degree from an accredited program and a minimum of fifteen (15) years of progressive human resources experience, or an equivalent combination of education and experience, with at least three (3) years at the Director level. * A minimum three (3) years of direct management experience leading HR teams across multiple levels and skill sets is required. * Experience with geographically-dispersed, virtual, and matrixed employee populations * Experience fostering a culture that supports intra-organizational diverse and inclusive relationships * Advanced experience promoting talent management concepts and utilizing related tools (9 box, succession planning, career pathing, etc. * Construction or construction-related industries, including trades and contractor management, and experience with large-size (10,000+ employees) organization is desired. * Experience managing approximately 500+ employees, with the ability to navigate multiple employee locations across a large geographic Northern California region, is required. * Senior Professional in Human Resources (HRCI SPHR) or Society of Human Resources Management Senior Certified Professional (SHRM SCP) certification, preferred * Excellent interpersonal communication and professional presentation and persuasion skills to confidently engage and influence at all levels of organization and cultures * Highly developed self-awareness and willingness to be vulnerable for continuous growth * Political savvy and discernment in complex circumstances * Self-starter with executive management and leadership skills and capable of managing multiple complex projects and tasks successfully to completion * Able to build engaging partnerships with team and organizational stakeholders through trust, teamwork and direct communication * Regular weekly travel throughout the Northern California Region Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee regularly travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws. Turner is an Equal Opportunity Employer - race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other characteristics protected by applicable law.

Division: Bay Area Main Minimum Years Experience: 15 Travel Involved: Job Type: RegularJob Classification: ExperiencedEducation:Bachelors DegreeJob Family:Human ResourcesCompensation:Salaried Exempt Human Resources business partner to leadership of business units or headquarters teams to direct consistent implementation of continuous improvement of human resources practices across company. Provide leadership and expertise to identify and drive employee initiatives, direct human resources functions and teams. Member of regional/business unit leadership team. Manage one or more Human Resource Managers/Generalists in more than one location. Essential Duties & Key Responsibilities: * Lead Human Resources (HR) and Talent Management (TM) strategies to achieve vision, mission, and goals of office/region. * Play integral role in company-wide HR Leadership Team (HRLT). Cascade feedback and communications from senior management decisions and direction to HR teams. * Role model of company culture and values across company. Drive anti-racism learning and advocate for equity and employee health and wellbeing working in collaboration with office/regional leadership. * Enrich the extraordinary employee experience by actively promoting trusting environment where employees can openly engage with HR. Connect in-person with employees regularly 'where they work', advocate and provide guidance to office and regional leadership on people-related needs and concerns. * In partnership with office leaders, establish programs to support initiatives to drive employee engagement, satisfaction, and retention. Utilize company-wide and local surveys to understand employee engagement levels and determine countermeasures to address trends. * Formulate, evaluate, and implement HR priorities, goals, and objectives aligned with office/regional business objectives in conjunction with office/regional leadership. * Lead and develop HR team to ensure deep bench strength in key areas of HR expertise. Foster teamwork, open communication, and collaboration with company-wide HR team. * Embrace, apply, and coach the HR team in lean concepts and practices, and recommend process improvements. * Deliver timely performance feedback for HR team and execute/contribute to performance appraisals during annual performance cycle. * In partnership with office/regional Operations, develop and implement integrated office/regional staffing strategies and employee career progression and mobility. * Partner in developing office/regional recruiting strategy (experienced hires, college relations/recruiting, and internships) in coordination with leaders to support hiring demands, mitigate organizational gaps, and build healthy candidate pipeline. * Lead performance management and succession planning processes, assist in identification of talent gaps for critical/key contributor positions, and propose solutions. Ensure managers are prepared to deliver constructive feedback and coach and/or mentor employees. * Lead office salary and compensation planning; provide guidance to management regarding company's merit philosophy. * Drive decision support and intervention strategy using root cause analysis and interpretation of various metrics (hiring, employee relations, and turnover) and data trends. * Guide office leaders on employment decisions (hiring, disciplinary, and termination) and complex HR legal and compliance matters in order to mitigate risk. Ensure compliance with company policies and federal, state, and local laws, in collaboration with HR Policy & Communication as needed. * Lead local office(s) employee relations investigations and complaints; advise on employment decisions and collaborate with Employee Relations to ensure proper management of all cases. * Coach all employee levels within office including leadership. Serve as liaison for external professional coaches and participate in coaching engagements. * Develop relationships and engage with internal and external legal counsel and compliance. * Work in partnership with office leaders and Environmental Health and Safety (EH&S) team to instill safety-first culture in support of Building L.I.F.E. (Living Injury Free Everyday) program. * Serve as volunteer participant on company-wide HR business initiatives. * Keep current with HR trends and be active in external professional HR organizations. * Other activities, duties, and responsibilities as assigned. The salary range for this position is estimated to be 166,000.00 - 247,000.00 USD annualized. Qualifications: * Bachelor's Degree from an accredited program and a minimum of fifteen (15) years of progressive human resources experience, or an equivalent combination of education and experience, with at least three (3) years at the Director level. * A minimum three (3) years of direct management experience leading HR teams across multiple levels and skill sets is required. * Experience with geographically-dispersed, virtual, and matrixed employee populations * Experience fostering a culture that supports intra-organizational diverse and inclusive relationships * Advanced experience promoting talent management concepts and utilizing related tools (9 box, succession planning, career pathing, etc. * Construction or construction-related industries, including trades and contractor management, and experience with large-size (10,000+ employees) organization is desired. * Experience managing approximately 500+ employees, with the ability to navigate multiple employee locations across a large geographic Northern California region, is required. * Senior Professional in Human Resources (HRCI SPHR) or Society of Human Resources Management Senior Certified Professional (SHRM SCP) certification, preferred * Excellent interpersonal communication and professional presentation and persuasion skills to confidently engage and influence at all levels of organization and cultures * Highly developed self-awareness and willingness to be vulnerable for continuous growth * Political savvy and discernment in complex circumstances * Self-starter with executive management and leadership skills and capable of managing multiple complex projects and tasks successfully to completion * Able to build engaging partnerships with team and organizational stakeholders through trust, teamwork and direct communication * Regular weekly travel throughout the Northern California Region Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee regularly travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws. Turner is an Equal Opportunity Employer - race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other characteristics protected by applicable law.

: Meade Engineering is a full-service design firm specializing in innovative and cost-effective engineering solutions for data centers, cloud providers, and large-scale construction projects. Our team of expert engineers, designers, and consultants is dedicated to delivering high-quality, reliable, and sustainable solutions that drive the industry forward. At Meade Engineering, we foster a collaborative and dynamic work environment where creativity, technical excellence, and professional growth are at the forefront. We take pride in our commitment to innovation, efficiency, and superior service-values that not only define our projects but also shape our workplace culture. If you're looking to be part of a company that values expertise, teamwork, and cutting-edge design, we'd love to hear from you! Job Description: Meade Engineering is seeking an experienced and hands-on Director of Human Resources to help lead the next phase of organizational growth and scale. This role will serve as a strategic partner to the Vice President of Talent & Culture and a key member of the leadership team responsible for driving excellence across recruiting and core HR operations. The ideal candidate is both a builder and a leader, equally comfortable rolling up their sleeves to execute while developing systems, teams, and processes that will scale with a fast-growing engineering organization. Initially, this position will oversee the recruiting function to meet aggressive headcount goals. As the company continues to expand, the role will transition to lead the broader HR team, including HR Managers, Generalists, and Business Partners, focusing on strengthening organizational infrastructure, compliance, and employee experience. Job Duties: Leadership & HR Strategy Partner with the VP of Talent & Culture to develop and execute the HR strategy that aligns with Meade's growth, culture, and business objectives. Serve as a trusted advisor to leadership and managers on all areas of people strategy, including workforce planning, organizational design, performance, and engagement. Translate strategic priorities into actionable plans that strengthen HR service delivery, compliance, and scalability. Establish and maintain consistent HR processes, documentation, and reporting standards across the organization. Represent HR as a collaborative, solutions-oriented function that supports both business performance and employee success. Recruiting & Talent Acquisition Leadership (Initial Focus) Lead and manage the recruiting team to deliver high-quality, timely hires across all departments and levels of the organization. Partner closely with department heads to understand current and future staffing needs and ensure alignment with headcount planning and budgeting. Optimize recruiting workflows, performance metrics, and vendor partnerships to enhance efficiency and candidate experience. Oversee employment branding, sourcing strategies, and offer processes to ensure consistency, equity, and competitiveness. Build relationships with third-party recruiting agencies and manage service agreements, fee structures, and performance metrics. Ensure smooth transitions between recruiting, onboarding, and HR operations. Core HR Operations (Future State) Oversee the day-to-day HR operations team, including HR Managers, Generalists, and Business Partners as the department grows. Maintain compliance with federal, state, and local employment laws, ensuring timely updates to policies and practices. Oversee HR systems (HRIS, ATS, and related tools) to ensure data integrity, efficient workflows, and actionable reporting. Partner with Finance and IT on cross-functional initiatives, including platform implementations and policy development. Contribute to compensation benchmarking, pay equity reviews, and job architecture initiatives. Provide coaching and development to HR staff to promote growth, accountability, and collaboration across the function. Culture, Engagement & Employee Experience Support initiatives that strengthen Meade's culture and employee engagement, ensuring a consistent employee experience from recruitment through retention. Partner with the VP of Talent & Culture to execute companywide programs such as performance management, recognition, and career pathing. Promote Meade's Leadership Principles and values across all HR touchpoints. Continuously identify opportunities to enhance internal communication, leadership capability, and employee belonging. Qualifications: 8+ years of progressive HR experience, including at least 5 years in a leadership or management capacity. Proven experience leading full-cycle HR programs with emphasis on recruiting, compliance, and organizational development. Strong knowledge of employment law, HR operations, and HR best practices across multi-state workforces. Demonstrated ability to build and scale HR teams and processes in a fast-paced, high-growth environment. Excellent written and verbal communication skills, with the ability to influence and build trust across all levels of the organization. Strong project management and organizational skills with a balance of strategic and tactical execution. Proficiency in HR systems (e.g., ADP, Rippling, Greenhouse, or similar HRIS/ATS platforms) and Microsoft Office Suite. Ability to exercise sound judgment, maintain confidentiality, and handle sensitive matters with discretion and professionalism. Preferred Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HRCI/SHRM certification preferred). Experience in the engineering, construction, or technical services industry supporting field and corporate teams. Background leading HR in a scaling, multi-state organization. Strong analytical skills with experience using data to inform HR strategy and decision-making. Passion for fostering an inclusive, high-performance culture rooted in collaboration and accountability. Benefits: All full-time employees receive a comprehensive benefit package that includes, but is not limited to, medical, dental, and vision insurance with 100% of medical premiums covered by the employer, short and long-term disability insurance, life insurance, a 401(k), vacation time, paid holidays off, and yearly performance-based bonus eligibility. MEI is an Equal Employment Opportunity employer. We do not discriminate based on race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, veteran status, or any other protected characteristic under applicable laws. We believe in equal employment opportunities for all and encourage individuals from all backgrounds to apply. Job Posted by ApplicantPro

Title: Director of Human Resources and Payroll Reports to: VP of Finance Ben's Asphalt, LLC is a well-established construction firm specializing in commercial and residential asphalt, concrete, striping, and sealing services. The company currently employs approximately 300 individuals, with plans to grow to over 500 employees within the next 3-4 years. The workforce includes both union and non-union personnel, as well as prevailing wage positions. This period of expansion requires experienced and proactive HR leadership to ensure systems, processes, and people strategies support long-term success. Job Summary: The Director, Human Resources will lead and direct the routine functions of the Human Resources and Safety (HR/Safety) Department. The positioned is accountable to hire, develop, interview and retain staff, administer pay, benefits, and leave, oversee the safety and risk management functions of the organization, and develop and enforce company policies, procedures, and practices. The Director will oversee the three person HR/payroll team in the Santa Ana location, as well as HR/payroll team members in other divisions of the company in California and other states Essential Duties & Responsibilities (included but are not limited to): HR Strategy and Leadership Partner with the Executive Management team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Design and implement a comprehensive human resources strategy that supports organizational objectives, workforce scalability, and cultural alignment. Ensure that the basic responsibilities of the HR department are implemented by the team in an efficient manner, including staffing, payroll, compliance, and safety. Serve as a subject matter expert on human capital issues, offering consultation to leadership on employee relations, legal exposure, and compliance risk. Ensure the planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; schedule management conferences with employees; listen to and resolve employee grievances; and counsel employees and supervisors. Payroll, Benefit and HRIS Administration Direct all payroll operations using Paylocity, ensuring accurate processing of wages, tax filings, and year-end reporting. Collaborate with Accounting to reconcile payroll data and ensure consistency with general ledger accounts. Ensure system functionality, integrations, and updates are optimized for payroll accuracy and regulatory reporting. Overhaul employee onboarding process by building out the capabilities of the Paylocity HRIS tool Administer benefits programs such as medical, vision, and dental insurance, vacation, sick leave, leave of absence, and employee assistance. Oversee the Company's 401kplan Manage payroll audits, garnishments, prevailing wage obligations, and wage & hour compliance across multiple jurisdictions. Human Resources Compliance and Policy Handle discipline and termination of employees in accordance with company policy. Maintain full compliance with federal, state (with an emphasis on California law), and local employment regulations, including wage and hour laws, leaves of absence, I-9/E-Verify, and mandated notices. Oversee the development and enforcement of company-wide HR policies, procedures, and employee handbook updates. Monitor and implement compliance procedures related to OSHA, FMLA, ADA, ACA, and other applicable statutes. Oversee the Safety program for the organization. Administer and execute appropriate disciplinary notices and retrain for non-compliance. Manage the compliance and recognition program for the safety function. represent the organization at personnel-related hearings and investigations to include rendering oversight for all OSHA-related activities and hearings. Team Development and Infrastructure Building Assess current HR and payroll staffing structure and lead efforts to expand and develop a high-performing team. Recruit, onboard, and manage additional HR personnel, as needed Develop training programs and onboarding processes that support consistent, compliant, and effective integration of new hires. Build and maintain digital, scalable systems for HR records, performance reviews, job descriptions, and compensation structures. Retain historical human resource records by designing a filing and retrieval system and keeping past and current records. Requirements: