Job Description

The Human Resources Manager is responsible for the overall management of the Human Resources department, including all aspects of employee recruitment, selection, onboarding, training, development, performance management, compensation and benefits, employee relations, and workplace safety. The ideal candidate will have a strong understanding of HR principles and practices, as well as experience in a variety of HR functions.

QUALIFICATIONS, MEASUREMENT, AND FLEXIBLE RESPONSIBILITIES

This Job Description is meant to give a snapshot of the known duties and responsibilities at the time of the conversation and/or generation of this document. It is the intent that, as needed, flexible means are used for leaders to direct and manage staff. It is expected that duties, roles, responsibilities, and how an employee is measured may be adjusted (added, changed, deleted) or found in additional documentation and measurement per the discretion of Management and/or Leadership. Additional documentation and measurement may include sources (as applicable) such as a Record of Conversation (written expectation document), Recap Email, Role Matrix, Key Performance Indicators (KPIs), Job Descriptions (Roles and Responsibilities), Employee Handbook, company policies, department documentation (processes, etc.), customer feedback and satisfaction scores, targeted budget performance, controlled profit, or controlled cost, general 360-degree feedback, or other means. The goal for this flexible approach is to enable growth and change as a company to meet the demands of the market and stay ahead of competition. It is important to understand that by accepting being at this company and to do this job successfully, is to accept a changing environment and performing duties as outlined in documents/communication mentioned in this paragraph. As able and periodically, Management may update HR files and job descriptions to capture the changes.

FUNCTIONAL DUTIES & REQUIREMENTS

This Job Description is meant to give a snapshot of the known duties and responsibilities at the time of the conversation and/or generation of this document. It is the intent that, as needed, flexible means are used for leaders to direct and manage staff. It is expected that duties, roles, responsibilities, and how an employee is measured may be adjusted (added, changed, deleted) or found in additional documentation and measurement per the discretion of Management and/or Leadership. Additional documentation and measurement may include sources (as applicable) such as a Record of Conversation (written expectation document), Recap Email, Role Matrix, Key Performance Indicators (KPIs), Job Descriptions (Roles and Responsibilities), Employee Handbook, company policies, department documentation (processes, etc.), customer feedback and satisfaction scores, targeted budget performance, controlled profit, or controlled cost, general 360-degree feedback, or other means. The goal for this flexible approach is to enable growth and change as a company to meet the demands of the market and stay ahead of competition. It is important to understand that by accepting being at this company and to do this job successfully, is to accept a changing environment and performing duties as outlined in documents/communication mentioned in this paragraph. As able and periodically, Management may update HR files and job descriptions to capture the changes.

• Strategic HR Planning:
• Strategic HR Planning:
• Developing and implementing the organization's HR strategy aligned with the overall business objectives.
• Collaborating with senior management to determine HR priorities and initiatives.
• Develops, directs, and implements all benefits components and compensation with the assistance of the M&Ds leadership team.
• Works with management to ensure the proper balance between M&Ds costs and the need to be internally equitable and externally competitive, especially for key positions.
• Attend job fairs to assist in recruiting efforts when needed

HR Policy and Compliance

• Developing and implementing HR policies, procedures, and programs in compliance with employment laws and regulations.
• Ensuring the organization's HR practices are fair, equitable, and consistent.
• Providing guidance and expertise on complex HR issues and legal compliance matters.
• Proficiently address all team member issues in accordance with company, federal and state guidelines
• Continuously educating management on the importance of the Performance Management program including training, communications, participating in career development and driving the message of ongoing quality feedback.

Documentation and Compliance

• Maintaining accurate employee records and ensuring data confidentiality.
• Maintain Daily HR Report Tracker with all employee evaluations, reprimands, attendance issues, etc.
• Maintain weekly manpower report for VP of Operations
• Maintain attendance policy program and distribute reprimands as needed
• Report EEO and Vets annually
• Maintain FMLA
• Maintain Arcoro Core HR platform weekly with all updates from payroll
• Maintain employee training log, in collaboration with Safety Director, Recruiter, Supervisors, etc.
• Maintain random drug testing log in collaboration with Safety Director

Performance Management

• Maintain performance management processes, including goal setting, performance appraisals, and performance improvement plans.
• Interpret, advise, and mediate on HR-related matters with team members and managers.
• Effectively investigate, document, and apply corrective actions when appropriate for team member issues.

Employee Relations and Engagement

• Handling employee relations issues, conflicts, and grievances.
• Promoting a positive work culture and employee engagement initiatives.
• Conducting employee satisfaction surveys and analyzing results to drive improvements.
• Developing and implementing employee communication strategies.
• Visiting one shop or jobsite per month for team building

Compensation and Benefits

• Overseeing the design and administration of compensation and benefits programs.
• Assist employees understand their benefits as they become eligible and provide them with the brochures/tools to sign up for Health, dental, vision, LTD/STD, life insurance, 401K, vacations, FMLA, etc
• Conducting salary research and benchmarking to ensure competitive pay.
• Ensuring compliance with compensation laws and regulations.
• Managing the organization's employee benefits programs, such as health insurance, retirement plans, and employee wellness programs.
• Advise Payroll of and beginning and final deductions for benefits (new hire/termination)
• Reconciliation of all benefits monthly
• 401k census and audit annually

Change Management

• Supporting organizational change initiatives and managing the HR implications of change.
• Providing guidance and support to managers and employees during periods of transition.

Recruitment

Workforce planning and recruitment (M&D)

• Develops, facilitates, and implements all phases of the recruitment process.
• Identifies and implements efficient and effective recruiting methods and strategies based on industry standards and the needs of the organization.
• Collaborates with VP of Operations to identify and draft detailed and accurate job descriptions and hiring criteria.
• Prepare recruitment materials and post jobs to appropriate job board/newspapers/colleges etc.
• Screens applications and selects qualified candidates for vetting to the VP of Operations by assessing applicants relevant knowledge, skills, soft skills, experience and aptitudes
• Schedules interviews: oversees preparation of interview questions and other hiring and selection materials such as testing
• Schedule and manage results of drug tests, weld tests, background checks
• Attends and participates in job fairs and recruiting sessions.
• Maintain all aspects of M&D Mechanicals social media accounts for hiring.

Workforce planning and recruitment (Temporary Agencies)

• Act as point of contact and build influential relationships
• Screens applications and selects qualified candidates for vetting to the VP of Operations by assessing potential candidates relevant knowledge, skills, soft skills, experience and aptitudes
• Process agency candidate badging request and new hire orientation and manage results
• Send documentation to all affected departments before candidate appears on site
• Onboarding applicants through Arcoro once applicant is hired by the VP of Operations
• Submit required forms: I-9, Alabama New Hire
• Create employee Benefit email
• Distribute required PPE
• Schedule TVTC training if required
• Create employee incentive pool form

Badging

• Process all badges required by the employee, temporary agency, and subcontractor
• Maintain log for tracking purposes

Reporting

• Provide analytical and well documented recruiting reports to the rest of the team
• Weekly New Hire Reporting
• Monthly Applicant Tracking
• Monthly Badge Tracking
• Quality of Hire
• Offer acceptance rate
• Retention rate of placed candidates
• Cost per hire
• Maintain OFCCP Compliance Book (Calendar year)

Other

• Adhere to all company policies and procedures
• Perform other duties as assigned by management

QUALIFICATION STANDARDS

• A bachelors degree in human resources, business administration, or a related field is required.
• Minimum 5+ years of Human Resource Management experience preferred.
• Construction knowledge a plus
• Proficient in using office software (e.g., word processing, spreadsheet, and presentation tools) and familiarity with office equipment.
• Excellent organizational and multitasking skills.
• Effective communication and interpersonal skills.
• Attention to detail and accuracy in all administrative tasks.
• Strong analytical and problem?solving skills.
• Proactive mindset and ability to anticipate needs.
• High level of professionalism, integrity, and confidentiality.
• Ability to adapt to changing priorities and unexpected situations.
• Thorough knowledge of employment?related laws and regulations.
• Ability to prioritize tasks and to delegate them when appropriate.

PHYSICAL INVOLVEMENT

Employee may be required to do the following: reaching in all directions, handling and manipulating objects and machines; lifting from ground level, waist lever, and/or overhead; carrying objects, etc.; standing; sitting; walking; bending; seeing with or without correction; hearing with or without correction; following set procedures and standards; applying basic mathematical skills; repeating tasks of short duration; following oral and/or written directions; reading; writing; ability to recognize and report safety hazards.

MENTAL INVOLVEMENT

Employee may be required to do the following: following set procedures and standards; applying basic mathematical skills; planning work and selecting proper tools; comparing and understanding differences in the size, shape and form of lines, figures, and objects; picturing and evaluating solid objects from drawing or diagrams using standards that can be measured or checked, following oral and/or written directions, plans and blueprints; reading; writing; ability to recognize and report safety hazards.

WORK ENVIROMENT FACTORS

• Location: industrial construction sites and/or office environment
• Mobility Barriers to Access Job Site: uneven ground level; obstructed pathways
• Climatic/Environmental Conditions at Job Site: predominately indoor climate; various noise level caused by tools, machinery, equipment, etc., potential exposure to chemical substances.

M&D Mechanical Contractors, Inc. is an equal opportunity employer. All qualified individuals will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, national origin, disability and/or protected veteran status in accordance with governing law.

Equal Opportunity Employer, including disabled and veterans.

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