HR Manager Job at Chesapeake Search Partners in Rosedale

The Human Resources Manager is a strategic leadership role responsible for aligning the company's workforce with organizational goals. This role encompasses recruitment, employee relations, compliance, compensation and benefits, policy development, and employee engagement. This is a high-impact role, where you will have the opportunity to shape the organizational culture, improve employee engagement, and foster an environment where people thrive. This role offers tremendous potential for growth and the opportunity to influence the company's strategic direction in a meaningful way.
Our client is a trusted and established leader in the construction industry with a proven track record of excellence. We work on high-value projects with government and business clients, offering stability and growth opportunities in a competitive market. We value integrity, commitment, receptiveness, versatility, and respect for others. We seek individuals who are motivated by excellence, respect, and the opportunity to drive meaningful change within a values-driven company.
This is a salaried, exempt position. You will work closely with the senior leadership team and report directly to the COO, ensuring that your strategies are aligned with the company's mission and growth objectives.
Key Responsibilities:
Strategic Talent & Workforce Management
• Develop and manage a comprehensive recruitment program, including sourcing, testing, interviewing, and onboarding processes.
• Advise hiring managers on effective interviewing techniques and best practices.
• Collaborate with leadership to identify workforce needs and ensure alignment with organizational goals.
• Develop and enhance our client's employer brand to attract top talent, leveraging recruitment marketing and industry presence.
• Implement and monitor strategies to enhance diversity, equity, and inclusion in recruitment practices.
• Collaborate with leadership to align HR strategies with business goals, ensuring workforce readiness to meet future demands.
Compliance, Risk & Policy Management
• Ensure adherence to federal, state, and local employment laws, staying informed on legislative changes.
• Ensure timely and accurate completion of all documentation and reporting for governmental and regulatory requirements, including unemployment claims and workers' compensation.
• Manage claims processing, correspondence with state and federal agencies, and maintain all necessary records to ensure legal compliance and mitigate organizational risk.
• Develop and maintain HR policies and procedures, ensuring consistency, fairness, and compliance.
• Support leadership with training and guidance on regulatory requirements and company policies.
• Proactively identify and mitigate HR-related risks, ensuring effective crisis management strategies are in place to respond to employee disputes or regulatory issues.
Compensation, Benefits & HR Technology
• Research and recommend updates to compensation structures to ensure market competitiveness.
• Oversee administration of employee benefits, ensuring compliance with regulations and alignment with employee needs.
• Manage technical aspects of HR systems, including Viewpoint, to ensure effective user access, security settings, and training programs.
• Leverage HR software to generate reports, monitor compliance, and analyze workforce data.
• Evaluate and implement HR technology solutions to streamline processes, enhance the employee experience, and improve HR efficiency.
Employee Relations & Culture
• Investigate and resolve employee complaints and concerns with professionalism and confidentiality.
• Provide counseling and support for disciplinary actions and performance management processes.
• Act as a trusted advisor to employees and managers, fostering positive relationships across all levels of the organization.
• Plan and implement employee engagement initiatives, including events, recognition programs, and professional development opportunities, aligned with budgetary constraints.
• Support leadership in creating a culture of collaboration, innovation, and accountability.
Organizational Development & Strategy
• Monitor key HR metrics such as retention rates, time-to-hire, and employee engagement scores.
• Use data insights to continuously improve HR strategies and outcomes.
• Lead and support change management initiatives by developing strategies to manage organizational shifts and foster employee adaptability.
• Design and implement leadership development and succession planning programs to build a pipeline of future leaders within the organization.
• Develop and implement training and professional development programs to improve employee skills and performance.
• Manage relationships with internal and external stakeholders, including leadership, vendors, and regulatory bodies, to ensure alignment and successful execution of HR strategies.
• And other duties as assigned.
Required Qualifications:
• Bachelor's degree in human resources, Business Administration, or a related field.
• Proven experience as an HR or similar role, with a comprehensive understanding of employment laws and regulations.
• Hands-on experience with HR software systems (e.g., Viewpoint) and proficiency in MS Office applications.
• Strong interpersonal and communication skills, with the ability to build relationships and influence across the organization.
• Exceptional organizational and time management skills, capable of prioritizing multiple tasks.
• Problem-solving aptitude and the ability to recommend actionable solutions in complex situations.
• SHRM-CP or SHRM-SCP certification preferred.
• Master's degree in human resources, Business Administration, or related field is preferred.
• Demonstrated success in strategic workforce planning or organizational development is desirable.
• Must have reliable transportation to visit project sites.