Human Resources Manager - Construction

Benefits

• Dental insurance
• Health insurance

We are an end-to-end Renewable Energy provider. We offer products to commercial and enterprise clients in EV Charging solutions, Fleet Electrification, Solar Micro-grids, Energy storage, Hydroponic farming and Rain Water/Grey Water collection systems. We have been experiencing tremendous growth in all these areas and operate under several government rebate programs that ensure a steady and reliable flow of revenues. Our company handles the entire flow of providing these products and services beginning with Sales, Provisioning, Design and Engineering, Contracting and Construction, Servicing and Maintenance.

If you are passionate about the EV industry and working with awesome teams in a fast-growing company, we want to speak with you! Join us in making a meaningful impact!

The Human Resources Manager will be responsible for supporting various functions of the Human Resources department including (but not limited to): payroll and benefits, employee leave, reporting, training and administration of company policies, recruiting and selection process, and onboarding.

The ideal candidate will be knowledgeable in various HR functions, including talent acquisition, training development, and conflict management. In addition, this person has an active role in discussions of any nature in helping drive the human capital strategy for the Company including payroll, managing/mentoring employees, and enforcing company policies and practices.

• Drive Safety Culture: Foster a genuine safety culture that prioritizes employee well-being through engagement and leadership accountability. Model and reinforce safety expectations, challenge leaders to set the right tone, and ensure proactive efforts that enhance engagement and safety performance.
• Promote Positive Workplace Culture: Support an inclusive and engaging work environment that enhances retention. Leverage data and insights to identify opportunities for improvement. Serve as an active partner in addressing gaps in the Associate Experience, action planning, and preparation for labor-related activities.
• Policy Guidance & Training: Participate in establishing departmental goals and initiatives, and execute plans to meet those objectives. Advise leaders on policy application to ensure consistency across departments. Facilitate training programs, including new-hire orientation and leader development sessions.
• HR Collaboration & Program Delivery: Partner with HR stakeholders to support campaigns and deliver consistent, aligned messaging across HR functions. Promote accountability for adherence and execution of HR policies, programs, and initiatives.
• Talent Acquisition & Onboarding: Support recruitment efforts and staffing strategies in partnership with the Talent Acquisition team. Assist in determining job competencies, designing sourcing strategies, and improving retention outcomes. Manage onboarding, SOPs, PIPs, and other talent processes.
• New Hire Orientation & Follow-Through: Manage and execute regional new hire orientation programs. Conduct 30/60/90-day follow-ups to ensure training progression and support successful assimilation.
• Employee Relations & Investigations: Address associate concerns, conduct investigations when appropriate, and recommend corrective actions. Assist managers with disciplinary processes and performance improvement plans. Maintain documentation and tracking logs as required.
• Performance & Leadership Support: Review and coach leaders on performance management and disciplinary processes. Provide coaching and consulting support in talent assessments, performance evaluations, and talent identification initiatives.
• Leave & Accommodation Management: Support leave administration processes and ensure compliance with applicable laws. Participate in interactive accommodation discussions under ADA and support programs related to Workers’ Compensation.
• Compliance & Risk Mitigation: Collaborate with leaders to align HR practices with business objectives. Maintain awareness of changes in HR-related laws, regulations, and policies to ensure compliance and reduce organizational risk.
• O…