Position Summary
The Human Resources Manager is accountable for the design, enforcement, and ongoing effectiveness of the company’s people function. This role ensures the workforce is properly staffed, legally compliant, consistently managed, and aligned with the business's operational and financial needs.
This role is accountable for ensuring that job expectations, people policies, benefits, and culture remain aligned with the company’s mission, operational reality, and long-term goals.
Key Responsibilities
1. Workforce Planning & Staffing Accountability
The Human Resources Manager is accountable for ensuring the organization maintains a stable, qualified workforce aligned with current and anticipated operational needs.
This includes accountability for:
Maintaining a continuous recruiting pipeline for carpenters, installers, drivers, warehouse staff, estimators, project managers, and other key office roles
Anticipating staffing risks related to turnover, growth, seasonality, and skill gaps
Ensuring all roles have current, clearly defined job descriptions tied to performance expectations
Supporting leadership decisions with accurate staffing and labor data
2. Employment Compliance & Documentation Accountability
The Human Resources Manager is accountable for ensuring all employment relationships are legally compliant, properly documented, and defensible.
This includes accountability for:
Employment eligibility and classification accuracy
Complete and current employee personnel files
Consistency between employment records, payroll data, and benefit enrollment
Timely response to documentation requests related to audits, claims, or disputes
3. Performance Management & Accountability Support
The Human Resources Manager is accountable for ensuring performance management is consistent, documented, and enforceable across the organization.
This includes accountability for:
Enforcing performance review cadence for all applicable roles
Supporting supervisors with documentation standards and expectations
Identifying patterns of underperformance, repeat discipline, or unmanaged issues
Ensuring performance conversations are recorded and actionable
4. Retention & Workforce Stability
The Human Resources Manager is accountable for stabilizing the workforce and reducing preventable turnover, particularly in critical roles across carpentry, installation, and project management.
This includes accountability for:
Tracking and analyzing turnover by role, tenure, and department
Identifying systemic drivers of voluntary turnover
Providing leadership with actionable retention insights
Supporting initiatives that improve workforce continuity and engagement
5. Safety & Employment Risk Administration
The Human Resources Manager is accountable for the people-side administration of safety and risk, ensuring the company is prepared to respond to incidents, claims, or audits.
This includes accountability for:
Employment-related safety documentation and training records
Workers’ compensation reporting and coordination
Incident documentation completeness and timeliness
Supporting leadership with risk visibility and trend analysis
6. Human Resources Reporting & Leadership Visibility
The Human Resources Manager is accountable for providing leadership with accurate, timely, and actionable people-related information.
This includes accountability for:
Workforce metrics supporting planning and decision-making
Clear visibility into staffing risk, compliance gaps, and performance trends
Reducing reactive Human Resources escalations through proactive reporting
Qualifications
Experience
Minimum 5 years of progressive Human Resources experience
Construction, manufacturing, or skilled-trades workforce experience strongly preferred
Credentials
Bachelor’s degree in human resources, Business Administration, Management, or related fieldor equivalent experience in Human Resources leadership
Professional Human Resources Certifications
PHR® – Professional in Human Resources (HRCI), or
SPHR® – Senior Professional in Human Resources (HRCI), or
SHRM-CP® – SHRM Certified Professional, or
SHRM-SCP® – SHRM Senior Certified Professional
Knowledge
Maryland and federal employment law fundamentals
Wage & hour compliance and classification standards
Human Resources practices in hourly, multi-role environments
Skills
Strong attention to detail and follow-through
Ability to enforce standards consistently
Clear written and verbal communication
Independent judgment with appropriate escalation
