HR Manager

1. Workforce Planning & Staffing Accountability 

The Human Resources Manager is accountable for ensuring the organization maintains a stable, qualified workforce aligned with current and anticipated operational needs. 

This includes accountability for: 

• Maintaining a continuous recruiting pipeline for carpenters, installers, drivers, warehouse staff, estimators, project managers, and other key office roles 

• Anticipating staffing risks related to turnover, growth, seasonality, and skill gaps 

• Ensuring all roles have current, clearly defined job descriptions tied to performance expectations 

• Supporting leadership decisions with accurate staffing and labor data 

2. Employment Compliance & Documentation Accountability 

The Human Resources Manager is accountable for ensuring all employment relationships are legally compliant, properly documented, and defensible. 

This includes accountability for: 

• Employment eligibility and classification accuracy 

• Complete and current employee personnel files 

• Consistency between employment records, payroll data, and benefit enrollment 

• Timely response to documentation requests related to audits, claims, or disputes 

3. Performance Management & Accountability Support 

The Human Resources Manager is accountable for ensuring performance management is consistent, documented, and enforceable across the organization. 

This includes accountability for: 

• Enforcing performance review cadence for all applicable roles 

• Supporting supervisors with documentation standards and expectations 

• Identifying patterns of underperformance, repeat discipline, or unmanaged issues 

• Ensuring performance conversations are recorded and actionable 

4. Retention & Workforce Stability 

The Human Resources Manager is accountable for stabilizing the workforce and reducing preventable turnover, particularly in critical roles across carpentry, installation, and project management. 

This includes accountability for: 

• Tracking and analyzing turnover by role, tenure, and department 

• Identifying systemic drivers of voluntary turnover 

• Providing leadership with actionable retention insights 

• Supporting initiatives that improve workforce continuity and engagement 

5. Safety & Employment Risk Administration 

The Human Resources Manager is accountable for the people-side administration of safety and risk, ensuring the company is prepared to respond to incidents, claims, or audits. 

This includes accountability for: 

• Employment-related safety documentation and training records 

• Workers’ compensation reporting and coordination 

• Incident documentation completeness and timeliness 

• Supporting leadership with risk visibility and trend analysis 

6. Human Resources Reporting & Leadership Visibility 

The Human Resources Manager is accountable for providing leadership with accurate, timely, and actionable people-related information. 

This includes accountability for: 

• Workforce metrics supporting planning and decision-making 

• Clear visibility into staffing risk, compliance gaps, and performance trends 

• Reducing reactive Human Resources escalations through proactive reporting 

Experience 

• Minimum 5 years of progressive Human Resources experience 

• Construction, manufacturing, or skilled-trades workforce experience strongly preferred 

Credentials 

• Bachelor’s degree in human resources, Business Administration, Management, or related field 
  or equivalent experience in Human Resources leadership 

• Professional Human Resources Certifications 

• PHR® – Professional in Human Resources (HRCI), or 

• SPHR® – Senior Professional in Human Resources (HRCI), or 

• SHRM-CP® – SHRM Certified Professional, or 

• SHRM-SCP® – SHRM Senior Certified Professional 

Knowledge 

• Maryland and federal employment law fundamentals 

• Wage & hour compliance and classification standards 

• Human Resources practices in hourly, multi-role environments 

Skills 

• Strong attention to detail and follow-through 

• Ability to enforce standards consistently 

• Clear written and verbal communication 

• Independent judgment with appropriate escalation