HR Generalist - Construction

Job Summary
The HR Generalist oversees all human resources functions, including recruitment, employee relations, performance management, compliance, and strategic HR planning to support organizational goals.

The HR Generalist plays a pivotal role in shaping organizational culture, ensuring compliance, and supporting employee development. They act as a bridge between management and staff, driving HR strategies that enhance productivity, engagement, and retention while fostering a positive and inclusive workplace.

Responsibilities

• Recruitment and Talent Acquisition: Plan, coordinate, and manage the hiring process, including job postings, interviews, and onboarding of new employees
• Employee Relations: Address employee concerns, grievances, and conflicts, fostering a positive work environment and promoting engagement
• Performance Management: Evaluate employee performance, implement appraisal systems, and develop initiatives to improve productivity and retention
• HR Policies and Compliance: Develop, maintain, and enforce HR policies, ensuring compliance with labor laws and regulations at local, state, and federal levels
• Training and Development: Design and implement training programs, leadership development, and succession planning to enhance employee skills and career growth
• Compensation and Benefits: Oversee salary structures, benefits administration, and reward programs to attract and retain talent
• Strategic HR Planning: Collaborate with executives to align HR strategies with organizational goals, including workforce planning and organizational development
• HR Documentation and Reporting: Maintain records, organizational charts, and HR metrics to support decision-making and compliance
  
  
  
  

Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field
• Experience: 8 years in HR, preferably in the Construction Industry
• Communication and Interpersonal Skills: Strong verbal and written communication, conflict resolution, and the ability to maintain confidentiality
• Analytical and Problem-Solving Skills: Ability to make data-informed decisions and manage complex HR issues
• Leadership and Management: Experience managing HR teams and driving organizational change
• Technical Skills: Familiarity with HR software, digital tools, and data analytics for HR processes
  
  
  
  

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.