Suntec Concrete
Get AI-powered advice on this job and more exclusive features.
Overview The Field Ops HR Manager serves as a strategic business partner and trusted advisor to field leadership and employees, connecting HR strategy with real-time operational needs. This role requires HR expertise, strong cultural leadership, and a deep understanding of field operations to strengthen engagement, ownership mindset, safety, and performance across all jobsites. The successful candidate builds a high‑performing, safe, and engaged field workforce by delivering consistent HR support, developing leaders, and serving as an authentic voice for field employees.
People & Culture
Lead culture, engagement, and ESOP ownership initiatives.
Partner with Safety to embed safety culture and track effectiveness metrics.
Monitor engagement, ESOP participation, and key employee data trends.
Establish retention benchmarks and identify opportunities for cultural improvement.
Conduct regular jobsite visits to assess engagement and reinforce Suntec’s core principles.
Leadership & Development
Deliver leadership development, coaching, and mentoring programs.
Oversee training programs and track completion and success rates.
Manage new hire assessment and onboarding effectiveness.
Build leadership pipeline with succession plans for critical roles.
Identify high‑potential employees and create development roadmaps.
Field Operations & Employee Relations
Manage employee relations cases and track resolution effectiveness.
Conduct thorough, objective investigations that ensure fair outcomes.
Partner on manpower planning and monitor staffing and retention metrics.
Provide guidance on performance management and corrective actions.
Monitor trends in grievances and proactively address root causes.
Communication & Systems
Serve as the authentic Voice of the Field and track policy improvement needs.
Train employees and leaders on UKG and other HR systems to increase adoption.
Translate HR policies into field‑friendly language and communication.
Create feedback loops to demonstrate how employee input drives improvements.
Partnership & Field Integration
Build trusted relationships with field leaders and employees through consistent presence.
Shadow operations to deepen understanding of workflows, pain points, and business needs.
Drive quick win solutions based on field feedback and continuous learning.
Model resilience, adaptability, and decisiveness in fast‑paced, ambiguous environments.
Core Competencies
Strategic partnership and influence without authority.
ESOP ownership mindset and cultural leadership.
Advanced employee relations and employment law expertise.
Change leadership and cultural intelligence across diverse field teams.
HR systems proficiency and data‑driven decision making.
Coaching excellence and strong presence under pressure.
Experience & Qualifications
Minimum 5 years of HR experience, including 3 years supporting field or operations environments.
Bachelor’s degree in HR, Business, or related field preferred.
Strong track record of employee relations and cultural improvement.
Experience delivering leadership development with measurable outcomes.
Construction, manufacturing, or skilled trades experience preferred.
ESOP, union relations, or safety program experience a plus.
Safety or coaching certifications a plus.
Spends 70 to 90 percent of time in field locations and must be able to navigate active construction sites.
Travels 30 to 50 percent depending on geographic area supported.
Must be able to climb, navigate terrain, and wear appropriate PPE.
Maintains a flexible schedule to support early jobsite starts and off‑hours needs.
Seniority level Mid‑Senior level
Employment type Full‑time
Job function Human Resources
Industries Construction
#J-18808-Ljbffr
Overview The Field Ops HR Manager serves as a strategic business partner and trusted advisor to field leadership and employees, connecting HR strategy with real-time operational needs. This role requires HR expertise, strong cultural leadership, and a deep understanding of field operations to strengthen engagement, ownership mindset, safety, and performance across all jobsites. The successful candidate builds a high‑performing, safe, and engaged field workforce by delivering consistent HR support, developing leaders, and serving as an authentic voice for field employees.
People & Culture
Lead culture, engagement, and ESOP ownership initiatives.
Partner with Safety to embed safety culture and track effectiveness metrics.
Monitor engagement, ESOP participation, and key employee data trends.
Establish retention benchmarks and identify opportunities for cultural improvement.
Conduct regular jobsite visits to assess engagement and reinforce Suntec’s core principles.
Leadership & Development
Deliver leadership development, coaching, and mentoring programs.
Oversee training programs and track completion and success rates.
Manage new hire assessment and onboarding effectiveness.
Build leadership pipeline with succession plans for critical roles.
Identify high‑potential employees and create development roadmaps.
Field Operations & Employee Relations
Manage employee relations cases and track resolution effectiveness.
Conduct thorough, objective investigations that ensure fair outcomes.
Partner on manpower planning and monitor staffing and retention metrics.
Provide guidance on performance management and corrective actions.
Monitor trends in grievances and proactively address root causes.
Communication & Systems
Serve as the authentic Voice of the Field and track policy improvement needs.
Train employees and leaders on UKG and other HR systems to increase adoption.
Translate HR policies into field‑friendly language and communication.
Create feedback loops to demonstrate how employee input drives improvements.
Partnership & Field Integration
Build trusted relationships with field leaders and employees through consistent presence.
Shadow operations to deepen understanding of workflows, pain points, and business needs.
Drive quick win solutions based on field feedback and continuous learning.
Model resilience, adaptability, and decisiveness in fast‑paced, ambiguous environments.
Core Competencies
Strategic partnership and influence without authority.
ESOP ownership mindset and cultural leadership.
Advanced employee relations and employment law expertise.
Change leadership and cultural intelligence across diverse field teams.
HR systems proficiency and data‑driven decision making.
Coaching excellence and strong presence under pressure.
Experience & Qualifications
Minimum 5 years of HR experience, including 3 years supporting field or operations environments.
Bachelor’s degree in HR, Business, or related field preferred.
Strong track record of employee relations and cultural improvement.
Experience delivering leadership development with measurable outcomes.
Construction, manufacturing, or skilled trades experience preferred.
ESOP, union relations, or safety program experience a plus.
Safety or coaching certifications a plus.
Spends 70 to 90 percent of time in field locations and must be able to navigate active construction sites.
Travels 30 to 50 percent depending on geographic area supported.
Must be able to climb, navigate terrain, and wear appropriate PPE.
Maintains a flexible schedule to support early jobsite starts and off‑hours needs.
Seniority level Mid‑Senior level
Employment type Full‑time
Job function Human Resources
Industries Construction
#J-18808-Ljbffr