About Us
Truebeck Construction is an industry-leading General Contractor serving Fortune 100 companies throughout the West Coast. Founded in the Bay Area, Truebeck has grown to four offices in California and Oregon. With annual revenue exceeding $1B, Truebeck is one of the top General Contractors in each of the markets we serve. Truebeck provides best-in-class services and builds award-winning projects in the commercial, healthcare, life science, mission critical, education, multi-family, and interiors sectors. Truebeck has developed an impressive portfolio of projects-for prominent companies like Apple, Bloomberg, Meta, Uber, Genentech, and Gilead-and has a long history of consistent growth and profitability.
Our Culture
At Truebeck, a core value is: business and life are all about people. In the office and on the job site, we put people first. Truebeck is consistently ranked as one of the Best Places to Work by local Business Journals, and year after year, we win Excellence in Safety Awards. Our culture is caring, and you'll see this shine through in employee benefits and opportunities for growth and advancement. We also give back to our community in meaningful ways, and you'll feel proud to work for a firm that has received the highest recognition as a Top Corporate Philanthropist.
What you will do
Strategic HR Leadership
•Partner with senior leadership to develop and implement human resources strategy and programs, while also upholding Truebeck's mission, vision, and values.
•Provide guidance and support to senior leadership on HR-related matters, including talent management, workforce planning, and organizational development.
•Evaluate and recommend new HR technology solutions, approaches, policies, and procedures by using data analytics to drive informed decision-making.
Team Leadership & Development
•Provide leadership and mentorship to a team of HR/Recruiting professionals (including 4 managers).
•Cultivate a collaborative and positive work environment, fostering a culture of teamwork, professional development, and growth within the team.
•Develop and implement comprehensive training programs to enhance the skills and knowledge of the HR/Recruiting team members and ensuring they stay updated with industry best practices.
Talent Acquisition & Retention
•Oversee the recruiting department, including recruitment strategies and hiring process as well as onboarding and offboarding for both union and non-union positions, ensuring alignment with diversity, equity, and inclusion goals.
•Develop strategies to enhance employee retention, including career development initiatives and recognition programs.
Employee Relations
•Serve as a trusted advisor to management and employees on HR-related issues, including performance management, conflict resolution and disciplinary actions.
•Partner with HR Manager to handle complex employee relations issues, investigations and disciplinary actions.
•Work closely with managers across the organization to foster organizational effectiveness and boost employee satisfaction. Collaborate on initiatives aimed at improving team dynamics, employee engagement, and overall workplace culture.
Compensation & Benefits
•Partner with the CFO to design competitive compensation and benefits programs, including health insurance, retirement plans, and incentive programs.
•Analyze market trends and benchmarking data to ensure the company remains competitive in attracting and retaining talent.
Training & Development
•Partner with Corporate Training Manager to develop and implement training programs to enhance employee skills and capabilities.
•Support career development initiatives, succession planning, and leadership development programs.
•Collaborate with Operations Training Manager to offer support as needed.
Compliance & Risk Management
•Develop, review, and update HR/Recruiting policies and procedures, ensuring they align with legal requirements, industry best practices, and organizational goals.
•Effectively communicate policy changes to employees by conducting training sessions.
•Collaborate closely with HR Manager and safety department to address interactive process issues, ensuring compliance with relevant laws and regulations while prioritizing the well-being and rights of employees.
Technical Knowledge & Soft Skills
•Comprehensive understanding of human resources principles, practices, strategies, and employee life cycle.
•In-depth knowledge of federal and state employment laws, union labor relations, leave administration, organizational development, talent management, compensation and benefits programs, training and development methodologies, and employee engagement.
•Strong technical, collaboration and organizational skills.
•Strong analytical skills to identify challenges, develop creative solutions and make data-informed strategic decisions to drive initiatives.
•Excellent interpersonal skills, with the ability to handle sensitive situations, resolve conflicts, and demonstrate empathy.
•Excellent leadership and team management skills as well as the ability to inspire, motivate and work effectively with cross-functional teams, influence stakeholders and build partnerships.
•Ability to embrace change, stay updated on industry trends, and adjust strategies as needed.
•Ability to maintain ethical standards, confidentiality, and establishing and upholding trust within the organization.
•Proficiency in HR technology systems and tools.
•Proficient in Microsoft Office applications (Outlook, Excel, Word, and PowerPoint).
Education & Experience
•Bachelor's degree in human resources management, business administration, or a related field, Masters' degree preferred.
•SHRM-SCP or SPHR certification required.
•Minimum of 10 years of progressive HR management roles, including leadership or director level positions.
•Demonstrated experience developing and implementing HR strategies aligned with business objectives.
•Experience managing and overseeing HR functions such as recruitment and talent management, employee relations, performance management, and training.
•Experience in policy development, compliance, and managing HR-related legal matters.
•Experience in change management and driving organizational culture initiatives.
Physical Demands and Work Environment
The incumbent typically works in an office environment and uses a computer, telephone and other office equipment as needed to perform duties. The noise level in the work environment is typical of that of an office. Incumbents may encounter frequent interruptions throughout the workday. The employee is regularly required to sit, talk, or hear; frequently required to use repetitive hand motion, handle, or feel, and to stand, walk, reach, bend or lift to 20 pounds. The incumbent may also make frequent visits to various construction sites. At these construction sites, the incumbent may be exposed to wet and/or humid conditions; moving mechanical parts; high, precarious places; fumes or airborne particles; outside weather conditions; extreme cold and extreme heat. The employee is occasionally exposed to toxic or caustic chemicals, risk of electrical shock and risk of vibration. The noise level in the work environment is usually moderate to very loud.
Range of base pay is $225,000 - $300,000 per annum.
Note: This position will be based full-time in our San Mateo office with some travel to our project sites throughout the Bay Area as well as Sacramento and Portland.
Truebeck Construction is an equal opportunity employer. We celebrate differences and are committed to creating a diverse and inclusive environment for all employees.
Attention Staffing Agencies:
Please note that we do not wish to receive unsolicited resumes from third-party recruiters or staffing agencies. Any resumes submitted in the absence of a signed agreement will become the property of Truebeck Construction and no fee will be paid should the candidate be hired by Truebeck Construction or our affiliates. We only accept resumes directly from candidates who have applied through our official application process.