HR Manager

HR Manager

Summary of Position

The HR Manager is the heartbeat of the employee experience at LS Black Constructors, a hands-on partner who owns every step of the employee lifecycle, from building the candidate pool through hiring, onboarding, development, performance, rewards, engagement, and advancement, all on a foundation of solid workforce management and compliance. This is a role for a natural collaborator and confident communicator who genuinely loves people, thrives on solving problems, and is energized by the chance to partner with the Executive Leadership Team to shape and grow the HR function as our business continues to build.

Key Responsibilities

Recruitment & Hiring

• Drive candidate outreach and support sourcing pools from department leaders, including external recruiter relationships, colleges and career fairs, employee referrals, and other industry engagement.
• Run postings, applicant tracking, phone screens, interview scheduling, and offers so candidates move fast and nothing falls through the cracks.
• Keep interviews structured and consistent so we hire on skills, culture, and fit.

Onboarding

• Deliver a first-class welcome: orientation, onboarding checklists, and check-ins at 30/60/90 days, 6 months, and 1 year.
• Handle I-9 and E-Verify, background checks, and pre-employment screening.
• Coordinate multi-state onboarding requirements, plus relocation and travel accommodations for people landing on projects away from home.

Learning & Development

• Partner with department leaders to map the certifications, skills, and development programs each specialty needs, and keep people progressing through them.
• Own compliance and general training: reasonable suspicion, harassment prevention, ethics, and DFARS-required trainings.
• Champion the EOS toolbox and curriculum across the company.

Performance

• Run the annual review cycle, equipping managers with measurable, specific results and expectations for every role so assessments stay objective and consistent.
• Balance the objective with the subjective: use the People Analyzer to make sure each person is rooted in our core values and a genuine fit for the organization.
• Coach managers through performance improvement plans and the hard conversations.

Rewards

• Keep our pay bands market competitive through annual market surveys, merit increases, and pay adjustments grounded in real data.
• Build perks, benefits, and comp packages that win against anyone we compete with for talent, and keep them clear and organized for the business.
• Be the subject matter expert on our signatory unions, putting their benefits to work for our people and balancing perks between union and non-union teams.
• Design strategic travel incentive programs that make national work product attractive for the people who deliver it.
• Administer the annual benefits renewal, open enrollment, and COBRA.
• Manage leave with care and consistency: FMLA, ADA accommodations, and state leave programs, in partnership with our Payroll & Benefits Specialist.

Engagement

• Champion the quarterly conversation, with the best practices and management training that make every leader a real resource to their direct reports.
• Keep a finger on the pulse: surveys, recognition, company events, and internal communications employees actually read.
• Champion and protect LS Black's culture and core values in everything you do.

Advancement & Separation

• Build advancement strategies for high performers, with career pathing and annual succession planning that keep our best people growing here.
• Handle terminations, exit interviews, and offboarding with care and clean documentation.

Workforce Management

• Partner with department leaders on staffing planning and utilization.
• Track and forecast project and pursuit assignments so the right people land on the right work at the right time.
• Know the business: understand what Preconstruction, Project Management, Quality Control, Safety, and our other departments actually do, the technical skills each requires, and how they work together, so workforce decisions reflect how we deliver projects.

Compliance, Policy & Employee Relations

• Maintain an employee handbook and HR policies people actually understand and follow.
• Be the trusted counsel for managers, and run workplace investigations thoroughly, fairly, and with genuine care.
• Keep us ahead on federal contractor compliance: Affirmative Action Plan administration, OFCCP requirements, and EEO-1 and VETS-4212 reporting.
• Administer compliance with judgment, right-sizing policies, controls, and enforcement to fit a small business, protecting the company without burying it in process.
• Stay sharp on employment law (FLSA, FMLA, ADA, Title VII) and keep records organized, secure, and audit ready.

Qualifications

Required

• 6+ years of progressive Human Resources experience, with a proven track record running structured hiring processes, developing employees, driving performance management, navigating federal contracting requirements, and administering compensation and benefits.
• Deep knowledge of Federal Contractor requirements, including Affirmative Action Plan compliance, sourcing women, people of color, protected veterans, and individuals with disabilities, and policy training that actually sticks.
• A practical, risk-based approach to compliance, weighing what a requirement costs to administer and enforce, and scaling it to fit a small business.
• Sharp on labor rules, including union obligations and collective bargaining requirements.
• Hands-on experience with HRIS and ATS platforms (we run UKG Ready) and benefits enrollment software.
• Comfortable putting new tools to work, including AI, to make HR faster and better.
• A natural collaborator with a genuine passion for people, building trusted, credible relationships with managers and staff at every level of the organization.
• A steady hand with confidential information, with discretion and sound judgment as second nature.
• Strong analytical and problem-solving instincts, backed by rock-solid organizational and time management skills.
• A confident communicator, just as comfortable writing policy as talking it through face to face.
• A true go-getter, self-motivated and resourceful, equally effective running solo or rallying a team.

Preferred

• Experience in the commercial construction industry, comfortable speaking the language of jobsites as fluently as HR policy.
• Four-year degree in Business, Human Resources, or a related field.
• Professional designation (PHR, SPHR, SHRM-CP, SHRM-SCP) that shows you're serious about the craft of HR.

Physical Requirements

• Must maintain regular and reliable attendance at a level acceptable to the company, including the ability to work holidays, evenings, or weekends as necessary.
• Prolonged periods of sitting at a desk and working on a computer in a standard office environment.
• Occasional sitting, standing, bending, walking uneven surfaces, climbing, and lifting up to 25 lbs.
• This position requires the ability to maneuver around construction sites where temperatures and noise level can fluctuate, and the ability to communicate effectively with co-workers and clients.
• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.