Serve as the senior HR resource and primary business partner to the President and leadership team.
Provide practical HR guidance on organizational structure, staffing, workforce planning, employee performance, and people-related business decisions.
Lead and develop a small HR team, including two HR Coordinators and a Payroll Coordinator.
Oversee payroll operations and ensure payroll processes are accurate, timely, and compliant.
Be willing to step into payroll and other HR functions when needed rather than simply managing from a distance.
Oversee the day-to-day HR function and ensure employees and managers receive timely, practical support.
Lead employee relations matters, including investigations, workplace conflicts, disciplinary actions, performance concerns, and employee separations.
Coach managers and supervisors on employee issues, performance management, communication, and effective leadership.
Partner with leadership to identify staffing needs and develop recruiting and workforce planning strategies.
Support recruiting for both field and corporate/administrative positions.
Help ensure new employees have a strong onboarding experience and understand company expectations and culture.
Develop and improve HR processes that support a growing workforce and changing business needs.
Lead performance management activities, including evaluations, development planning, and performance improvement initiatives.
Identify opportunities for leadership development, employee training, career development, and succession planning.
Partner with operations leaders on workforce needs related to project activity, staffing changes, employee retention, and workforce growth.
Help develop strategies to attract and retain skilled employees in a competitive construction labor market.
Support training and development programs that strengthen the organization’s long-term talent pipeline.
Promote a culture of accountability, teamwork, safety, professionalism, and employee engagement.
Ensure HR policies and practices comply with applicable federal, state, and local employment requirements.
Provide leadership with guidance regarding employment risk, compliance matters, and appropriate HR practices.
Oversee HRIS and employee data processes and ensure information is accurate and maintained appropriately.
Coordinate benefits and other HR-related programs with internal and external partners as needed.
Develop and maintain employee communications and initiatives that strengthen engagement and connection across the organization.
Support internal communications and company initiatives that reinforce culture and organizational priorities.
Analyze HR trends and workforce information and use that information to help leadership make informed decisions.
Identify opportunities to improve HR processes, systems, and the overall employee experience.
Take ownership of special projects and other initiatives that support the organization and its workforce.
Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
7+ years of progressive HR experience, with increasing responsibility and demonstrated leadership.
Experience serving as the primary or senior HR leader for a business unit, division, or organization.
Experience supporting a field-based workforce; construction, skilled trades, manufacturing, distribution, or another operational environment is strongly preferred.
Demonstrated experience overseeing payroll and understanding the importance of payroll accuracy, deadlines, compliance, and employee support.
Experience leading and developing an HR team.
Strong employee relations experience, including investigations, performance management, conflict resolution, disciplinary actions, and employee separations.
Experience partnering directly with senior leadership and operational managers.
Strong understanding of employment laws, HR compliance, and sound HR practices.
Experience with recruiting, onboarding, workforce planning, and employee retention.
Experience working with an HRIS and other HR technology.
Strong communication and interpersonal skills with the ability to work effectively with both field and office employees.
Ability to exercise sound judgment and maintain confidentiality when handling sensitive employee matters.
Strong organizational skills and the ability to manage multiple priorities in a fast-paced environment.
Ability to work independently, identify issues, and take action without waiting to be told what to do.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification is a plus.
SGC is a Certified Small Diverse Business for the Commonwealth of PA serving Harrisburg, Hershey, Mechanicsburg, Carlisle, Lancaster, Allentown, State College, York, Sunbury, Philadelphia & Baltimore.
