Senior Human Resources Manager -Construction/Field Services
What we are looking for
SCS is looking for a Senior Human Resources Manager who is the lead HR partner for our Field Services Business Unit, providing strategic and hands-on support to leaders and employees across a geographically dispersed workforce. Based at our Long Beach headquarters with a hybrid schedule (minimum two days per week in the office), this role oversees employee relations, workplace investigations, leave management, workers' compensation, compliance, safety partnership, and risk mitigation while supporting people initiatives that drive business success.
As a trusted advisor to senior leadership, the Senior Human Resources Manager balances strategic planning with day-to-day HR execution, leads and develops an HR Manager, and collaborates closely with Talent Acquisition, Total Rewards, HRIS, Learning & Development, and HR Business Partners to deliver exceptional employee experiences and organizational results. This role requires strong business acumen, employment law expertise, leadership capability, and the ability to influence and support leaders at all levels of the organization. This position will involve nationwide travel up to 25%.
How you can make an impact
Strategic HR Partnership
- Serve as the lead HR Partner for BU07 leadership, providing strategic guidance on workforce planning, organizational effectiveness, talent management, employee engagement, and change management.
- Build strong relationships with BUD and the business unit Senior Leadership Team, Operations Leaders, and key stakeholders to align people strategies with business objectives.
- Influence leaders through data-driven recommendations and practical HR solutions that support operational excellence and employee retention.
- Partner with leadership to develop and implement initiatives that strengthen culture, engagement, performance, and leadership effectiveness.
Employee Relations & Investigations
- Handle employee relations matters and serve as the point of escalation for complex or sensitive issues managed by the position’s direct report, the HR Manager.
- Conduct and oversee workplace investigations involving policy violations, harassment, discrimination, retaliation, misconduct, performance concerns, and employee complaints.
- Assess organizational risk and provide recommendations that are legally compliant, equitable, and aligned with company values.
- Coach managers on employee relations issues, documentation practices, corrective action, conflict resolution, and performance management.
- Partner closely with senior leadership on sensitive and high-risk employment matters.
Risk Management & Compliance
- Proactively identify and mitigate employment-related risks across the business unit.
- Ensure compliance with federal, state, and local employment laws, policies, and regulations.
- Provide guidance on wage and hour compliance, employee classification, accommodations, policy interpretation, and employment practices.
- Support audits, compliance reviews, and implementation of regulatory changes impacting the workforce.
Workers' Compensation, Leave Management & Safety
- Partner with Health & Safety and operational leaders to support a strong safety culture and reduce organizational risk.
- Partner with the Benefits team and assist with escalated workers' compensation claims, return-to-work programs, and interactive accommodation processes.
- Collaborate with leaders to proactively manage employee absences while balancing operational needs and legal compliance.
Talent & Organizational Effectiveness
- Support succession planning, leadership development, retention strategies, and workforce planning initiatives.
- Partner with Talent Acquisition to address hiring needs and workforce challenges within the business unit.
- Drive performance management processes and support leaders in developing high-performing teams.
- Facilitate organizational changes, team restructuring efforts, and change management initiatives.
- Analyze workforce trends and recommend solutions to improve retention, engagement, employee relations outcomes, and operational performance.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
- Minimum of 10 years of progressive Human Resources experience, including significant employee relations experience required.
- Minimum of 3 years of experience leading HR professionals required.
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
- Valid driver's license with a driving record in good standing required.
- Strong knowledge of California, federal, and multi-state employment laws and regulations required.
- Demonstrated success supporting operational, field-based, construction, engineering, environmental services, industrial services, field services, or similar workforce environments.
- Extensive experience conducting workplace investigations and managing complex employee relations matters.
- Proven ability to influence and advise senior leaders through complex business and people challenges.
- Strong conflict resolution, coaching, and relationship management skills.
- Experience supporting large geographically dispersed field operations.
- Experience partnering with Safety and Operations teams in a regulated or high-risk environment.