Description

Compensation Range (Colorado Only)

$90,000-$110,000

Any Employment Offers are Contingent Upon Successful Completion of the Following:

• Verification of Work Authorization and Employment Eligibility

• Substance Abuse Screening

• Physical Exam (if applicable)

• Background Checks for Badging/Security Clearances (if applicable)

About Hensel Phelps:

At Hensel Phelps, construction is our business. With world-class leadership and a well-honed approach developed over more than three quarters of a century, we employ expertise, experience, and ingenuity to build landmark properties – and build lasting relationships with our clients. We approach every project “The Hensel Phelps Way,” inspiring trust and delivering excellence in all we do. Our comprehensive construction services – from preconstruction through constructability and field management – deliver superior results on time and on budget. Hensel Phelps’ Virtual Design and Construction (VDC) technology enhances our ability to deliver projects faster, more cost effectively and with a greater level of quality.

The Hensel Phelps Way is built on four pillars: People, Process, Partnership and Technology.

Position Description:

The Human Resources Manager supports multiple regions by supervising, coaching, and providing consultation to regional management and talent acquisition professionals on strategic staffing, workforce planning, compensation, benefits delivery, training & development, and labor & employee relations. The Human Resources Manager takes a proactive leadership role in building a culture that drives employee engagement, supporting the organizational strategy, and assisting with aligning HR leadership strategy and objectives across the Company Regions.

This position will be located at our corporate office in Greeley, Colorado.

Position Qualifications:

• Bachelor’s degree. Preferably in human resources, organizational leadership, business administration, business management, or similar field of study.

• 7+ years job-related experience as a human resources professional, human resources generalist, or human resources manager.

• Valid Driver’s License.

• Proficient in MS Office Suite (e.g., Word, PowerPoint, and Excel)

• Business knowledge as it relates to budgets, employment laws in various states, organized labor, general administration, strong recruiting, and employee relations skills.

• Knowledge and ability to ensure compliance with equal employment opportunity, wage and hour, department of labor, and Office of Federal Contract Compliance regulations.

• Must have strong leadership and mentoring skills.

• Ability to solve a wide range of complex, multi-disciplinary problems that must consider short and intermediate term company-wide planning.

• Ability to compose sensitive, non-routine correspondence requiring tact and diplomacy and/or complex reports or summaries for which established formats generally does not exist.

• Ability to deliver presentations regarding potentially controversial issues, which involve negotiation, sensitivity, and that influence positive outcomes among groups of varying positions.

• Strong analytical skills with the ability to interpret data and trends.

Preferred Qualifications:

• Knowledge of Human Resource Information Systems (HRIS), UKG.

• Professional in Human Resources (PHR) or SHRM-CP Certification.

• 5+ of employee relations/investigation experience.

• Extensive benefits knowledge.

Essential Duties:

Employee Relations

• Fosters proactive employee relations to minimize or avoid mismanagement and poor HR practices. Promptly responds and documents employee relations issues, while devoting time to value-added HR activities. Openly challenges inappropriate actions promptly.

• Fosters confidence in HR as a leader who advocates the fair treatment of employees but focuses on good business practices that support our business strategies.

• Rises to the challenges of communicating with employees at all levels of the organization to establish HR as a trusted and approachable resource who is actively engaged in daily operations.

• Advises managers on the legal implications and risks of HR challenges related to discipline, performance, grievances, recruiting, and workforce development.

• Plans, designs, develops, and evaluates human resource-related initiatives that support organizational strategic goals. This includes talent management, performance management, succession planning, and employee relations.

Compliance

• Maintains records, audits, and reports in accordance with the prescribed application guidelines, policies, and procedures.

• Ensures performance ranking metrics and standards are applied fairly and consistently. Plays a proactive role in coaching management and employees through performance discussions and development conversations.

• Consistently uses a structured strategy to deliver meaningful and measurable leadership in the areas of building effective teams, delegation & directing others, ethics, integrity & trust, financial metrics, problem solving, and process management.

• Serves as a subject matter resource and partner providing technical assistance on key human resource processes, procedures, and systems to maintain compliance with state and federal laws (COBRA, FLSA, ACA, EEO, ADA, OFCCP, ERISA, FMLA, HIPPA, etc.).

• Under the direction of the Director Human Resources, assists in developing and implementing organizational development programs; employee orientation and training programs; policies, and guidelines; database management procedures; employment programs; and employee records and documentation policies.

• Provides leadership in coordinating the activities HR to ensure compliance with all applicable laws, policies, regulations, and collective bargaining agreements.

Talent Selection

• Guides and coaches district leadership and talent acquisition professionals on recruiting and interviewing compliance through routine collaboration, training, and participation in company-wide and region-specific recruiting strategies.

• Provides subject matter leadership by having a working knowledge of the processes necessary to anticipate the demands of the organization’s workforce.

• Proactively supports the daily operation of the region by ensuring that the current workforce is fully utilized, cross-trained appropriately, and maintained at levels that minimize payroll cost, but meet operational needs.

• Maintains records, audits, and reports including the proper documentation of promotions, demotions, and terminations.

HRIS

• Audits HRIS capabilities for accuracy, integrity, utilization, and functionality. Evaluate effectiveness through compiling and analyzing data, preparing, and distributing various reports on HR metrics.

Benefits:

Hensel Phelps provides generous benefits for our salaried employees. This position is eligible for company paid medical insurance, life insurance, accidental death & dismemberment, long-term disability, 401(K) retirement plan, health savings account (HSA) (HSA not available in Hawaii), and our employee assistance program (EAP). It also is eligible for employee paid enrollment in vision and dental insurance, as well as optional participation in a flexible spending account for dependent care expenses (FSA). Hensel Phelps also believes in the importance of taking time to recharge. As a result, salaried employees are eligible for paid time off beginning upon hire. Salaried positions (project engineers or equivalent and above) participate in an annual bonus plan, subject to company and employee performance. Salaried employees (this is all salaried employees) are also eligible for a company cell phone or cell phone allowance in accordance with company policy. Further, salaried employees (project engineers or equivalent and above) also receive either a vehicle or vehicle allowance in accordance with Hensel Phelps’ policies.

Equal Opportunity and Affirmative Action Employer:

Hensel Phelps is an equal opportunity and affirmative action employer. Hensel Phelps shall not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity and expression, domestic partner status, pregnancy, disability, citizenship, genetic information, protected veteran status, or any other characteristic protected by federal, state, or local law.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

#LI-DD1

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)