Human Resources Manager

SUMMARY

The Human Resources Manager is responsible for developing and executing human resources strategy in support of the overall business plan and strategic direction of the company, specifically in the areas of, recruitment management, organizational and performance management, training and development, and compensation.

The HR Manager ensures organizational effectiveness, regulatory compliance, and the alignment of employee culture with the company’s mission, vision, and core values.

This is an in-office position that requires a proactive leadership approach and excellent communication skills at all levels of the company.

Essential Functions

Duties / Responsibilities : (May perform other duties and responsibilities, as assigned).

Recruitment and Staffing

• Coordinates all recruitment activities to support efforts for various positions and divisions, collaborating with managers to understand specific hiring needs and required competencies.
• Participates in the interview and selection process to ensure consistent quality of hires across all levels including field labor, field and office managers, and company leadership.
• Oversees and enhances new hire orientation and onboarding in partnership with operational leaders and a third-party HR company, ensuring effective integration into the company.
• Manages the recruitment process using advanced tools such as LinkedIn Recruiter / Talent Hub and Culture Index software systems to optimize hiring efficiency.

Leadership and Strategic Planning

• Develops and leads HR strategies to support the business goals and objectives, continuously evaluating and adjusting HR programs to enhance their effectiveness.
• Works closely with senior leadership to define and cultivate the corporate culture and organizational structure, ensuring they align with the company's mission and values.
• Strategically plans and directs recruitment initiatives to align with long-term business goals, developing partnerships with educational institutions and industry organizations to source top talent.

Talent Management and Development

• Designs and implements a comprehensive talent management strategy including career paths, succession planning, and retention strategies to support the company’s growth and adaptability.
• Establishes and leads development programs for high-potential employees to prepare them for future senior roles, ensuring leadership continuity.
• Conducts organizational talent audits to assess talent pools and develops competency-based training programs to close skill gaps and align employee skills with operational needs.

Associate Relations

• Provides expert advice and guidance on associate relations, policy interpretation, and HR procedures to ensure fair and consistent management practices.
• Develops retention strategies and action plans based on feedback and data analyses, addressing specific challenges in high-turnover departments.

Performance Management

• Enhances and administers a performance management system that reflects employee contributions and supports the company’s objectives.
• Regularly reviews and updates the performance evaluation process to ensure relevance and effectiveness.

HR Administration

• Ensures efficient HR operations and the maintenance of all employee documentation to comply with legal and regulatory standards.
• Manages HRIS systems and other HR technologies to ensure operational effectiveness and accurate data management.

Compliance

• Monitors and ensures the company's compliance with all laws and regulations concerning employment, compensation, worker’s compensation, and equal opportunity.
• Advises management on legal implications of HR issues related to discipline and employee grievances.

Supervisory

• Regularly engages with external HR consultants and service providers to ensure high-quality external support for HR functions.
• Promotes high performance through regular coaching, guidance, oversight, and management to deliver positive results in human resources initiatives and organizational goals.

Education & Experience

• Bachelor’s Degree in Human Resources, Business Administration, or related field; Master’s preferred.
• 7+ years of progressive leadership experience in Human Resources positions, with a strong background in strategic HR management.
• Proven experience in managing a HR department.

Licenses & Certifications

SHRM-SCP, SHRM-CP, and / or SPHR certification highly preferred.

Physical Requirements

Hearing, Seeing, Sitting, Standing, Stooping, Talking, Typing, Visual Acuity, Walking

Work Environment

Generally works in a climate-controlled office environment.

Travel

Minimal to moderate, depending on company needs.

Compensation Package

• Salary plus bonus program
• 401K plus company matching
• Medical Benefits
• Paid Time Off

Cultural Index

As part of our selection process, we ask all candidates to complete a personality profile survey with Culture Index. It generally takes 10-12 minutes of uninterrupted time to complete.

Please copy / paste the following survey link into your browser.

All prospective employees are subject to successful completion of pre-employment drug screen and background check.

Southeast Concrete Systems, Inc. (SECS) is an Equal Opportunity Employer and is committed to working with and providing reasonable accommodation to individuals with disabilities.