Human Resources Manager

About Us

At Paryani Construction, we are more than just builders; we are partners. We pride ourselves on a “Client First” approach, delivering complex construction projects with the sophistication of a large national firm and the agility of a boutique builder. Based in Atlanta, our portfolio spans high-stakes Healthcare, Industrial, Commercial, and Retail projects. As a recognized Atlanta Business Chronicle Pacesetter, we are growing — and our people are the engine. We are hiring our first dedicated HR leader to help us scale the right way.

Position Summary

We are seeking a hands-on Human Resources Manager to build and run the people function at Paryani Construction. This is a generalist role with executive visibility — you will own the full employee lifecycle for our office and field teams, from recruiting and onboarding through performance, career development, benefits, compliance, and offboarding.

This is not a role for someone who wants to push paper. You will partner directly with the CEO, President, and Project Executives to shape the culture, build the systems, and protect the company as we grow. If you want to build an HR function from a strong foundation rather than inherit a bureaucracy, this is the seat.

Essential Duties & Responsibilities

Talent Acquisition & Onboarding

•        Full-Cycle Recruiting: Own recruiting for office, field, and craft roles. Source candidates, screen resumes, coordinate interviews, and manage offers in partnership with hiring managers.

•        Employer Brand: Manage Paryani’s presence on LinkedIn, Indeed, and trade-specific job boards. Build a candidate pipeline so we are not hiring reactively.

•        Onboarding: Run a structured, professional onboarding process — offer letters, I-9 and E-Verify, background checks, drug screens, benefits enrollment, equipment, and first-week orientation.

•        Field Workforce: Partner with Superintendents on craft and field-level hiring. Understand the difference between hiring a Project Engineer and hiring a Superintendent.

Employee Relations & Performance

•        Day-to-Day Support: Serve as the first point of contact for employee questions, concerns, and conflicts. Coach managers through difficult conversations.

•        Performance Management: Run the annual review cycle, support managers on goal setting, and document performance issues with discipline.

•        Investigations & Discipline: Conduct workplace investigations with professionalism and confidentiality. Manage Performance Improvement Plans and, when necessary, terminations — including required documentation (e.g., Georgia DOL-800).

•        Culture: Help shape a culture that is high-performing, family-oriented, and built for the long term. Plan team events, recognition programs, and milestone celebrations.

Career Development & Talent Planning

•        Career Ladders: Build and own the career framework for every role at Paryani — from Project Engineer through Project Executive, from Field Engineer through General Superintendent, and across our accounting, estimating, and operations functions. Define the competencies, experience, and outcomes required at each level.

•        Promotion Criteria: Establish clear, defensible promotion criteria so every employee knows what the next rung looks like and what it takes to get there. No more ambiguity about how someone moves from Estimating Engineer to Estimator, or from Assistant PM to PM.

•        Individual Development Plans: Partner with each employee and their manager to build a written development plan — including target role, skill gaps, training needs, certifications, and a realistic timeline. Review and update annually at minimum.

•        Succession Planning: Maintain a living succession map for every key role in the company. Identify high-potential employees early and build the bench before we need it.

•        Training & Certifications: Identify and coordinate training that maps to the career ladder — OSHA 30, PMP, LEED AP, CCM, DBIA, SHRM, software certifications, leadership development. Track completion and tie it to advancement.

•        Performance-to-Development Loop: Connect the annual review process directly to the career ladder. Reviews should answer two questions: how is this person performing in their current role, and what are they working toward next?

•        Compensation Alignment: Partner with leadership to align the career ladder with compensation bands so promotion paths are economically real, not just titular.

Compliance & Risk

•        Employment Law: Maintain compliance with federal, Georgia, and local employment law — FLSA, ADA, FMLA, Title VII, EEO, and OSHA recordkeeping. Stay current on legal changes and brief leadership.

•        Construction-Specific Compliance: Manage compliance for prevailing wage (Davis-Bacon where applicable), certified payroll, EEO reporting, EEO-1, and OSHA 300/300A logs.

•        Handbook & Policy: Own the Employee Handbook. Keep policies current, defensible, and applied consistently. Lead annual handbook reviews.

•        Documentation: Maintain personnel files that would hold up to audit or litigation. If it isn’t documented, it didn’t happen.

•        I-9 / Immigration: Manage I-9, E-Verify, and immigration compliance — including E-Verify affidavit requirements for Georgia public works contracts.

Compensation, Benefits & HRIS

•        Benefits Administration: Manage the company’s health, dental, vision, 401k, and ancillary benefits. Lead annual open enrollment. Serve as the liaison with brokers and carriers.

•        Compensation: Support leadership on compensation benchmarking, salary banding, and bonus plan administration.

•        Payroll Partnership: Partner with Accounting on payroll, PTO tracking, and certified payroll where applicable. (Payroll processing sits with Accounting; HR owns the data inputs and policy.)

•        HRIS & Systems: Own the HRIS. Evaluate, implement, and continuously improve the systems that run the people function.

Safety & Workers’ Compensation (in partnership)

•        Partner with field leadership on safety reporting, workers’ comp claims, and return-to-work programs.

•        Coordinate OSHA 300 log maintenance and annual 300A posting.

Qualifications

•        Education: Bachelor’s degree in Human Resources, Business, or related field. Equivalent experience considered.

•        Certifications: PHR, SPHR, SHRM-CP, or SHRM-SCP strongly preferred.

•        Experience: 5 years of progressive HR generalist experience. Experience in construction, engineering, architecture, or a project-based services business is strongly preferred. Experience as the senior or sole HR person in a small/mid-sized company (50–250 employees) is a major plus.

•        Career Architecture: Experience designing or significantly evolving career ladders, competency frameworks, or leveling guides. You should be able to walk in and tell us how you’ve built this before.

•        Technical Skills: Strong working knowledge of HRIS platforms, Microsoft Office, and applicant tracking systems. Comfort with E-Verify and I-9 compliance is required.

•        Legal Knowledge: Working knowledge of Georgia and federal employment law. You don’t need to be an attorney, but you need to know when to call one.

•        Discretion: Absolute professionalism and confidentiality. You will sit in on the hardest conversations in the company.

•        Communication: Ability to communicate effectively with everyone from a craft worker on a job site to an executive in a boardroom.

•        Builder Mindset: Comfort building processes from scratch. You’ll be writing the playbook, not inheriting one.

Physical Demands & Work Environment

•        Office-Based: Primary work location is our Atlanta corporate office.

•        Site Visits: Occasional travel to active job sites within metro Atlanta for onboarding, investigations, or culture-building. Must be able to wear PPE on site.

Why Paryani Construction

•        Build Something: You will define the HR function for a growing company — including the career ladder that shapes how every Paryani employee grows here. The work you do will shape the next decade.

•        Executive Access: You will report directly to senior leadership and have a real seat at the table.

•        Stability & Growth: A profitable, well-run company with a strong reputation in the Atlanta market and a clear growth trajectory.

•        Compensation: Competitive salary, performance bonus, and comprehensive benefits (Medical, Dental, Vision, 401k).

• Paryani Construction is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability, or genetic information.