HR Manager

Comfort Systems USA•Fort Worth, TX

1d•Onsite

About The Position

The HR Manager position is responsible for aligning business objectives with employees and management to designated business units. The position builds partnerships across the business function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HR Manager maintains an effective level of business literacy and the business unit’s financial positions, its midrange plans, its culture and its competition.

Requirements

Minimum of 8 years of progressive Human Resources Experience.
4 years of HR Business Partner experience.
2 years of experience with High-Volume Recruiting.
4 years of experience with Employee Relations.
2 years of experience with Employee Engagement.
Bachelor’s degree.
Excellent verbal and written communication skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, and regulations, ordnances, and policies.
Ability to acquire a through understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time-management skills with a proven ability to meet deadlines
Strong analytical and problem-solving skills
Proficient with Microsoft Office Suite
Ability to function well in a high-paced and at times stressful environment.
Ability to be on-site Monday-Friday.
This is a 100% onsite role.

Nice To Haves

Previous Workday Experience preferred.
Bilingual in Spanish preferred.
Experience in Construction Industry preferred.
SHRM-CP or PHR certification preferred.

Responsibilities

Partners with the leadership team to understand and execute the organization’s Human Resource talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Consults with line management, providing HR guidance when appropriate.
Manages and resolves complex employee relations issues.
Conducts effective, thorough and objective investigations.
Provides day-to-day performance management guidance to line management (e.g. coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Identifies training needs for business units and individual executive coaching needs.
Builds Learning and Development programs and initiatives that provide internal development opportunities for employees at all levels of the organization.
Oversees field employee engagement.
Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles.
Manages University relations, and internship program.
Develops employment terms for new hires, promotions and transfers.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partners with the legal department as needed/required.
Performs other related duties as assigned.