HR Manager, Construction

Dashiell•Houston, TX

19d•Onsite

About The Position

The HR Manager, Construction serves as the dedicated HR business partner to Dacon’s construction operations, working within Dashiell’s HR function and supporting Dacon as a shared service. The role aligns HR strategy with construction business goals and is responsible for employee and labor relations, workforce planning, talent and succession, and change management for the construction workforce, including union craft labor. The position works between Dashiell’s headquarters at 12301 Kurland Drive, Houston, Texas, and its Deer Park office at 1300 Underwood, Deer Park, Texas, and reports to Dashiell’s VP, Human Resources. The role partners with construction leadership and union representatives to administer collective bargaining agreements, address workforce matters, and manage complex employee relations issues. It supports workforce planning, project staffing, talent development, hiring, onboarding, benefits and leave administration, payroll coordination, compliance, and HR service delivery. The position also uses workforce data to identify trends and periodically visits construction sites and project locations. The position is primarily based in a climate-controlled office, with occasional exposure to field or industrial environments during site visits. It requires occasional travel to construction sites, project locations, other offices, or meeting locations. Dashiell offers a competitive compensation and benefits package. Candidates must be at least 18 years old and legally authorized to work permanently in the United States without current or future visa sponsorship.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 12 years of progressive HR experience, including experience as an HR business partner or HR manager supporting a defined workforce or business unit.
Hands-on labor relations experience supporting a union workforce, including collective bargaining agreement administration and grievance handling.
Ability to interpret contract provisions, manage grievance timelines, and work directly with union representatives.
Ability to advise and influence business and operations leaders.
Ability to coach supervisors on contract requirements and communicate effectively with craft employees and union representatives.
Experience leading complex employee relations matters and investigations.
Strong analytical skills and ability to use workforce data to inform decisions.
Valid driver’s license.
Ability to sit for extended periods during computer-based work, stand and walk intermittently during the workday, and occasionally lift up to 20 pounds.
At least 18 years of age and legally authorized to work in the United States on a permanent basis without current or future visa sponsorship.

Nice To Haves

Master’s degree.
Experience with grievance resolution and arbitration preparation.
Experience supporting a construction, craft, field, or industrial workforce.
Prior people-leadership or team-leadership experience.
SHRM-SCP or SPHR certification.

Responsibilities

Serve as the primary HR business partner to Dacon’s construction leadership and align people strategy with business objectives.
Support labor relations, including day-to-day interpretation and administration of applicable collective bargaining agreements covering seniority, job classifications, job postings, scheduling, overtime, referrals, and discipline.
Advise operations leadership on union matters, grievances, and workforce issues in a union and craft environment.
Serve as the primary HR contact for union representatives and maintain constructive relationships with union and field leadership.
Lead and resolve complex employee relations matters, including impartial investigations, performance issues, and disciplinary actions consistent with applicable agreements and company policy.
Maintain timely, accurate documentation and coordinate sensitive matters with the VP, Human Resources and legal counsel as appropriate.
Manage the grievance process, including deadlines, fact gathering, documentation, meetings, and follow-up; support arbitration preparation with legal counsel and leadership.
Coordinate local implementation and communication of nationally negotiated contract changes.
Coach and train operations leaders, superintendents, and supervisors on collective bargaining agreement requirements, policy application, employee concerns, performance management, and disciplinary procedures.
Partner with VPs of Operations and superintendents on workforce planning, headcount, and project-based staffing needs.
Coordinate project mobilization, transfers, and demobilization with operations and applicable union referral and seniority provisions.
Drive talent management, succession planning, and leadership development for the construction workforce.
Partner with Talent Acquisition on construction and craft workforce hiring and pipeline needs.
Partner with the broader HR team to provide integrated, shared-service HR support to the construction workforce.
Coordinate onboarding, benefits, leave administration, and HR system records with responsible HR teams; partner with Payroll on contract wage rates, classifications, and benefit contributions.
Provide leadership and direction to HR or coordination resources supporting construction.
Use workforce data and metrics to identify trends and recommend solutions to construction leadership.
Monitor staffing readiness, turnover, grievance volume and resolution timeliness, and recurring employee relations issues.
Conduct periodic visits to construction sites and project locations to maintain strong field partnerships.
Ensure HR compliance across the construction workforce, including applicable labor, wage, and employment regulations.
Perform special projects and other duties as assigned or requested.

Benefits

Company-paid life insurance.
Accidental death and dismemberment insurance.
Long-term disability insurance.
Employee assistance program.
Medical coverage through a traditional PPO or one of two high-deductible health plans, with FSA or HSA options.
Dental coverage.
Vision coverage.
Supplemental life insurance.
Short-term disability insurance.
Critical illness insurance.
Group accident insurance.
Hospital indemnity insurance.
401(k) plan with immediate vesting.
Competitive compensation package.