Human Resource Manager/Director

Franjo Construction•Homestead, PA

6d•Onsite

About The Position

Franjo Construction Corporation and its affiliated companies are seeking a hands-on Human Resources Manager to lead the HR function and support employees and leaders across the organization. The role combines management of core HR responsibilities with leadership in recruiting, employee development, compensation, field engagement, and process improvement. The successful candidate will develop practical ideas, organize them into plans, and follow through to completion. The role leads recruiting and talent development, employee engagement, training, performance management, and core HR administration. It partners with leaders across departments, jobsites, locations, and affiliated companies to address workforce needs, improve employee experience, and strengthen HR processes and systems. The position is primarily on-site in Homestead, Pennsylvania, with periodic travel to jobsites and other company locations. Franjo is a family-owned commercial construction organization committed to developing talented people, strengthening its culture, and creating long-term opportunities for employees. The company and its affiliates are equal opportunity employers; employment decisions are based on legitimate business requirements, qualifications, skills, experience, and performance.

Requirements

At least five years of progressively responsible HR experience, including responsibility for independently managing a broad HR function.
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.
Broad knowledge of recruiting, employee relations, compensation, benefits, performance management, training, and employment compliance.
Demonstrated ability to proactively find and engage candidates rather than relying only on incoming applications.
Strong communication, organization, judgment, confidentiality, and follow-through.
Ability to implement HR processes and programs with limited oversight.
Ability to work effectively with executives, department leaders, office employees, field leaders, and craft employees.
A practical, service-oriented approach combined with confidence to recommend and implement change.
Proficiency with Microsoft 365 and modern HR, recruiting, payroll, and benefits systems.
Ability to travel periodically to jobsites and other company locations.

Nice To Haves

HR experience in commercial construction, specialty contracting, engineering, manufacturing, or another field-based industry.
Experience leading co-op, internship, apprenticeship, or university recruiting programs.
Experience creating career paths, training programs, succession plans, or leadership-development programs.
Experience benchmarking compensation, developing salary ranges, evaluating employee benefits, and working with benefit brokers.
PHR, SPHR, SHRM-CP, SHRM-SCP, or a comparable professional certification.
Experience supporting multiple companies, locations, or states.
Experience improving HR systems, workflows, and reporting.
Familiarity with Miter or a comparable HR and payroll platform.

Responsibilities

Partner with department leaders to forecast hiring, development, and employee redeployment needs.
Develop recruiting strategies based on backlog, anticipated project awards, and approved growth plans.
Proactively source candidates through direct outreach, referrals, professional networks, industry organizations, schools, trade programs, job fairs, and online platforms.
Manage recruiting from job posting and screening through interviews, background checks, approved offers, and onboarding.
Build talent pipelines for office, operations, estimating, safety, field leadership, and skilled-trade positions.
Lead the co-op and internship program, including school partnerships, assignments, manager feedback, and conversion to full-time employment.
Work with department leaders to create career roadmaps defining the experience, training, skills, and readiness required for advancement.
Reinforce consistent expectations and improve communication across office employees, field employees, departments, locations, and affiliated companies.
Maintain regular contact with jobsites to provide field employees with HR support, communication, recognition, and development opportunities.
Lead employee engagement and recognition initiatives, including company events and coordination within approved budgets.
Gather employee feedback through surveys, stay interviews, and exit interviews; recommend retention improvements, implement approved actions, and communicate progress.
Help leaders address recurring employee and organizational issues directly and consistently.
Identify training needs with department leaders and administer a company-wide training calendar; track participation, completion, and overdue requirements.
Administer development programs, performance reviews, mentoring, and 30-, 60-, and 90-day employee check-ins.
Support succession planning by helping leaders identify critical positions, readiness gaps, and development or knowledge-transfer needs.
Administer employee benefits, open enrollment, paid time off, leaves, employee records, and other HR programs.
Work with leadership, Finance, benefit brokers, and service providers to evaluate competitive and financially responsible benefit options.
Develop compensation recommendations using market information, salary ranges, internal equity, and promotion guidelines.
Manage employee relations, policy administration, workplace investigations, corrective-action documentation, performance-improvement processes, and employee separations in partnership with leadership and legal counsel when appropriate.
Maintain current job descriptions, HR procedures, employee records, and employee handbook materials.
Monitor applicable employment requirements and coordinate needed changes with leadership and counsel.
Maintain an HR scorecard covering recruiting progress, hiring lead times, new-hire retention, voluntary turnover, training completion, performance-review completion, and overdue HR commitments.
Improve employee self-service, HR data accuracy, and workflows across recruiting, onboarding, payroll, benefits, and training systems.
Partner with Finance, IT, and outside service providers to improve HR systems and reporting.