HR Manager

Fulcrum•Omaha, IL

About The Position

The HR Manager builds and runs Fulcrum’s people function for a distributed workforce delivering data center quality assurance, quality control, and commissioning services. This is a hands-on manager role with direct responsibility for recruiting, employee support, HR systems, and consistent employment practices as the company grows.

Requirements

At least five years of progressive HR experience, including hands-on recruiting, employee relations, benefits and leave administration, and HR systems ownership.
Experience supporting a distributed, multi-state workforce and advising supervisors is required.
Demonstrated ability to recruit technical or field personnel, manage several vacancies concurrently, and build practical HR processes in a growing company.
Strong judgment, discretion, writing, documentation, and analytical skills.
Ability to interpret policies, coordinate specialist advice, and follow through on sensitive employee matters.
Bachelor’s degree in human resources, business, or a related field, or equivalent relevant experience.
Proficiency with HRIS platforms and employee reporting; Paylocity experience strongly preferred.

Nice To Haves

Construction, engineering, commissioning, industrial services, or data center experience
SHRM-CP or PHR certification
Veteran recruiting or SkillBridge experience
Experience coordinating HR data with payroll and ERP teams

Responsibilities

Own full-cycle recruiting for inspectors, commissioning staff, project leadership, technical specialists, and corporate support roles. Source candidates, screen qualifications and travel availability, coordinate interviews, verify references, and prepare approved offers.
Maintain a rolling 90-day hiring plan by role, region, skill, start date, and budget. Reconcile demand with Operations and Finance before opening requisitions or making offers; distinguish replacement hires, growth hires, and candidate pipelines.
Build referral, industry, trade school, veteran, and SkillBridge recruiting channels. Track candidate readiness, source effectiveness, recruiting cost, and expected deployment dates.
Use consistent interview scorecards and current position descriptions. Arrange technical assessments with Operations and the Training Director; obtain documented hiring and compensation approval.
Own onboarding through the first 90 days: employment documentation, required employment verification, background screening where applicable, policy acknowledgments, benefits enrollment, Paylocity setup, and scheduled check-ins.
Coordinate site access, equipment, travel information, training assignments, and credentials with Operations, IT, Safety, and Training. Confirm administrative readiness before deployment; obtain technical and site approvals from the responsible leaders.
Maintain an accurate employee roster covering legal employer, employee ID, title, supervisor, department, region, work location, compensation, employment status, and emergency contacts. Reconcile employee changes with Finance and Sage records.
Serve as the first contact for employee concerns, workplace conflicts, policy questions, and complaints. Conduct impartial, documented investigations and escalate serious matters to leadership and counsel promptly.
Coach supervisors on communication, attendance, feedback, documentation, and consistent corrective action. Coordinate performance improvement plans and separation reviews with the responsible manager.
Run 30-, 60-, and 90-day check-ins, stay interviews, and exit interviews. Identify turnover drivers, project transition risks, travel fatigue, and recurring employee concerns; recommend corrective actions.
Administer enrollment, qualifying changes, renewals, and employee benefit questions with brokers and plan administrators. Track leave status, coverage eligibility, continuation coverage coordination, and return-to-work requirements.
Maintain PTO and leave records and monitor consistency between policies and Paylocity configuration. Coordinate protected leave and accommodation processes with counsel or qualified providers as needed.
Own approved personnel and pay-change inputs and effective dates. Work with Finance on timecard exceptions, overtime coding, payroll corrections, and final-pay coordination. Finance retains payroll processing, tax treatment, and payment control.
Own Paylocity personnel workflows, employee self-service, reporting relationships, and role-based permissions with IT. Maintain controlled access to confidential personnel and medical records and a reliable audit trail.
Maintain the handbook, employment templates, job descriptions, and policy acknowledgments under document change control. Coordinate reviews of multi-state employment requirements, worker classifications, wage practices, leave, screening, and record retention with counsel.
Coordinate HR aspects of workers’ compensation and incident follow-up with Safety and the insurer. Maintain required employment records and track provider deadlines and escalated compliance actions.
Administer review and promotion cycles, maintain role expectations and career paths, and recommend pay bands and benefits improvements with Finance. Managers assess performance; leadership approves pay and promotion decisions.
Track assigned training, credentials, expiration dates, and missing records with the Training Director. Support SkillBridge participant administration and recruiting; the Training Director owns curricula and technical qualification, and the designated program leader owns program approvals.
Prepare the annual HR department plan and justified budget for recruiting, systems, benefits administration, and support needs. Publish a weekly hiring update and monthly people report with decisions and accountable owners.