HR Manager

SPC Mechanical•Wendell, NC

26d•Onsite

About The Position

The HR Manager leads day-to-day HR operations at SPC Mechanical and serves as the primary escalation point for employee relations, compliance, leave, and workplace investigations across field and office teams. Reporting to the CFO, the role leads the HR Generalists and HR Assistant and partners with the Director of Talent Acquisition & Growth and the Talent Development Partner to deliver a consistent employee experience from hire through separation. SPC is growing from roughly 350 to 440 employees over the next year. The HR Manager will scale HR processes, systems, and the HR operations team through this growth. The role is office-based, with regular visits to job sites and regional offices, and may require occasional after-hours availability for urgent employee relations matters or jobsite incidents.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent education and experience.
At least 7 years of progressive HR generalist experience, including at least 3 years managing HR staff.
Demonstrated experience leading workplace investigations and resolving complex employee relations matters.
Strong working knowledge of FLSA, FMLA, ADA, EEO, I-9, ACA, and workers’ compensation.
Experience building or scaling HR processes in a growing organization.
Proficiency with HRIS and payroll systems.
Sound judgment, discretion, and credibility when delivering difficult messages to field and office employees.
Ability to navigate active construction sites while following PPE and safety requirements.

Nice To Haves

Experience in construction, trades, manufacturing, or another field-based hourly workforce.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Multi-state experience.
Spectrum or other construction ERP experience.
Bilingual English/Spanish skills.
Construction industry experience.

Responsibilities

Serve as the primary escalation point for employee relations issues and coach managers and supervisors on fair, consistent, and legally sound handling of performance and conduct matters.
Lead workplace investigations from intake through documented findings and recommendations; escalate high-risk matters to the CFO and outside counsel as appropriate.
Review write-ups, terminations, promotions, and demotions.
Analyze exit interview and turnover data and recommend corrective action with Talent Acquisition.
Own day-to-day compliance with federal, state, and local employment laws across SPC locations, including FLSA, FMLA, ADA, I-9, EEO, and required postings.
Maintain the compliance calendar and coordinate timely filings and reporting, including EEO-1, ACA, and state new-hire reporting, with Finance.
Monitor legislative changes and advise the CFO on impacts and required policy updates.
Partner with Safety on workers’ compensation, post-accident protocols, drug and alcohol testing, and jobsite requirements.
Oversee FMLA, short- and long-term disability, workers’ compensation, return-to-work, and accommodation processes.
Oversee benefits administration, including 401(k) and ESOP support; prepare utilization data and plan analysis for the CFO’s annual renewal decisions.
Resolve benefits and leave issues escalated by the HR Generalists.
Own and maintain the employee handbook and HR policies as SPC grows into new locations.
Administer the annual performance evaluation cycle and support managers in setting expectations and documenting performance.
Partner with the Director of Talent Acquisition & Growth, who owns compensation and pay equity, to ensure HR actions follow approved salary bands.
Partner with the Talent Development Partner to align training and career pathways with performance and retention goals.
Administer BambooHR, Spectrum HR data, and Lumber; ensure data accuracy, integrity, and appropriate access.
Maintain a single, documented onboarding and offboarding workflow from accepted offer through the 90-day mark.
Produce regular HR metrics for leadership, including headcount, turnover, employee-relations case volume, leave, and compliance status.
Lead, coach, and develop the HR Generalists and HR Assistant; set priorities, assign work, cross-train, and manage performance.
Define clear role boundaries between HR operations, Talent Acquisition, and Talent Development to prevent duplicated or missed work.
Recommend additional HR headcount ahead of growth when volume requires it.
Partner with the CFO on HR strategy, workforce planning, and budget.
Act as a trusted advisor to operations leaders, project managers, and field supervisors.
Lead company-wide engagement, recognition, and retention initiatives.