Human Resources Manager

Overview

Modern Construction Services (MCS) provides repair, maintenance, renovation, and commercial construction services for retail, office, restaurant, and healthcare facilities. We're looking for an HR Manager who can keep day-to-day HR operations running smoothly in a fast-paced, field-driven environment.

The HR Manager is responsible for the administrative and operational functions of the employee lifecycle, including recruiting, onboarding, timekeeping coordination, employee support, and communication with third-party partners who manage payroll, benefits, compliance, and HR systems. This role is hands-on, detail-oriented, and focused on execution.

Salary range: $85,000 to $95,000 annually. This salary range reflects a scale from a competent (5+ year) HR Generalist to a more experienced HR Manager.

The preferred candidate will live in the Charlotte metro area. This position is on-site and not remote. Relocation assistance is not available for this position.

If you are a process ninja who loves clean data, high-volume coordination, and being the person with all the answers on compliance and payroll, you will thrive here. It is a stable, transactional, and highly autonomous environment where success is measured by how smoothly the day-to-day operations run.

• Recruiting & Hiring
  • Manage job postings, applicant tracking system (ATS), candidate screening, and interview coordination.
  • Support managers throughout the selection process.
  • Coordinate background checks, drug screenings, and other preemployment requirements through external providers.
  • Transition new hires from the ATS into the PEO (Professional Employer Organization) onboarding platform.
• Onboarding & Offboarding
  • Coordinate internal onboarding tasks such as equipment setup and first day logistics.
  • Ensure PEO managed onboarding steps (E-Verify, payroll setup, benefits enrollment) are completed accurately.
  • Notify managers and internal stakeholders of start dates.
  • Schedule HR orientation or welcome meetings.
  • Share first‑day logistics such as arrival time, reporting location, and dress code
  • Add new hires to org charts, internal directories, and employee rosters.
  • Create and maintain audit‑ready personnel files.
  • Support offboarding tasks including communication, equipment return, and PEO notifications.
  • Coordinate final payroll inputs, including PTO or final pay considerations
  • Notify payroll vendor or PEO of status changes
• Compliance & Documentation
  • Ensure required separation documentation is completed and filed
  • Maintain accurate, audit‑ready termination records
  • Confirm benefits termination timelines and COBRA notifications (via vendor/PEO).
• Payroll & Timekeeping
  • Collect, review, and assemble biweekly timesheet reports for payroll integration.
  • Assign pay frequency, exemption status, job codes, and cost centers
  • Coordinate payroll set‑up and data submission with payroll vendor or PEO
  • Serve as the internal point of contact for payroll questions while the PEO handles processing.
  • Follow up with managers on missing or incomplete time entries.
• Labor Level & Job Code Administration
  • Maintain accurate labor level and job code assignments for all employees, ensuring default settings reflect current roles, departments, and work locations.
  • Update labor level configurations when employees change positions or when operational needs shift.
  • Coordinate with the PEO to resolve labor-coding issues that affect payroll processing or job-cost reporting.
• Employee Support & HR Operations
  • Act as the liaison between employees and external partners for payroll, benefits, 401(k), and HR system inquiries.
  • Maintain employee files and HR documentation.
  • Provide guidance to managers on routine HR matters such as attendance and policy interpretation.
• Benefits & 401(k) Coordination
  • Assist employees with benefit plan questions and enrollment timelines.
  • Coordinate with the 401(k)-plan administrator on eligibility, enrollment, and status changes.
  • Prepare and submit a bi‑weekly 401(k) contribution file (separate from main payroll processing) by exporting payroll data, validating employee eligibility and contribution amounts, and transmitting the file to the 401(k)-plan administrator on required…