Human Resources Manager - SE Region

Balfour Beatty•Wilmington, NC

1d•Onsite

About The Position

The Human Resources Manager, Southeast Region serves as a strategic and hands-on partner to leaders and employees across Balfour Beatty Infrastructure, Inc. The role provides regional leadership across employee and labor relations, talent management, workforce planning, organizational development, compensation support, HR operations, compliance, and workforce analytics. The manager translates business priorities into practical people strategies, builds leadership capability, and promotes a consistent, inclusive, and high-performing employee experience across project and office environments. This position reports to the Vice President of Human Resources, Balfour Beatty Infrastructure. Work is primarily performed in an office environment, with regular interaction at project and business locations. Regional travel, including occasional overnight travel, is required based on project, employee, and business needs.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field and 5–8 years of progressive HR generalist or business partner experience; alternatively, an equivalent combination of education and at least 10 years of progressive HR experience.
Working knowledge of federal, state, and local employment laws, with the ability to interpret requirements and apply them consistently in business settings.
Broad HR experience across employee and labor relations, workforce planning, talent acquisition, compensation, benefits, learning and development, performance management, and HR operations.
Exceptional written and verbal communication, organization, presentation, facilitation, relationship-building, and conflict-resolution skills.
Ability to establish credibility and build trust at all organizational levels while providing clear, balanced, and objective people assessments.
Ability to organize people, information, and resources and translate workforce needs into practical operating plans.
Sound judgment, discretion, and composure when making timely decisions and recommendations with incomplete or sensitive information.
Strong prioritization, follow-through, and timely communication in a fast-paced, geographically dispersed environment.
Commitment to quality, continuous improvement, customer service, and practical process redesign.
Ability to translate business strategy into clear HR priorities, measurable objectives, and disciplined execution plans.
Ability to identify critical organizational capabilities and create development solutions that improve individual and business performance.
Proficiency with Microsoft Office and HR technology, including spreadsheets, databases, presentation tools, email, collaboration platforms, HRIS, and applicant tracking systems.
Knowledge of HR metrics, key performance indicators, basic statistics, data interpretation, and workforce analytics.

Nice To Haves

Previous people-leadership or supervisory experience, with demonstrated success coaching, mentoring, delegating, and resolving conflict.

Responsibilities

Serve as the primary employee relations partner for regional leaders and employee groups, providing practical guidance that balances employee needs, business objectives, and organizational risk.
Interpret HR policies and applicable employment laws, and coach leaders and employees on consistent, fair, and compliant practices.
Advise managers and executives on people strategy, organizational risk, workforce decisions, and complex employee matters.
Provide direction, oversight, and development support to designated local HR representatives and assigned staff.
Lead employee relations investigations from intake through resolution, including interviews, documentation, findings, recommendations, and follow-up.
Evaluate HR policies and procedures, identify gaps or emerging needs, and recommend updates.
Coordinate the annual performance review process, monitor completion and quality, and coach leaders on feedback and performance decisions.
Oversee new-hire orientation, employment documentation, payroll-related deadlines, and early engagement activities.
Interpret and administer collective bargaining and labor agreements covering wages, benefits, pensions, and union-management practices.
Lead organizational development, performance management, succession planning, and career development initiatives.
Lead employee engagement survey planning, analysis, action planning, and follow-through with regional leaders.
Maintain accurate and compliant job descriptions and support position classification, reclassification, and organizational design decisions.
Analyze compensation and benefits survey data, identify market trends, and provide recommendations to leaders and compensation partners.
Oversee onboarding, offboarding, stay and exit surveys, employee records, and other employee lifecycle activities.
Evaluate compensation and performance management processes and recommend improvements to clarity, consistency, and efficiency.
Partner with Compensation to evaluate roles, including job scope, exemption status, classification, internal equity, and salary recommendations.
Partner with Learning and Development to assess needs and design and facilitate technical, leadership, and behavioral programs; lead programs independently when appropriate.
Manage external learning consultant relationships, including needs assessment, content development, delivery coordination, and effectiveness evaluation.
Coach leaders on company selection tools and methods, including competency-based and group interviews.
Compile, validate, and analyze HRIS and workforce data for planning, compliance, and business decisions.
Monitor and report trends in retention, turnover, promotions, learning, performance, employee relations, and engagement, and translate findings into recommendations.
Partner with shared-services teams on HRIS and applicant tracking system implementations, conversions, testing, user adoption, and upgrades.
Review and manage third-party HR vendor relationships and contracts, monitor service delivery, and address performance or compliance concerns.
Provide timely and actionable HR dashboards, reports, and insights to the Vice President of Human Resources and executive leadership.
Build trusted relationships with project teams, departments, customers, vendors, and employee groups while modeling company values and sound judgment.
Represent the company in relevant industry, client, and community activities.
Promote company values and communicate the company's vision and purpose through Service, Talent, and Choices.
Maintain professional expertise through relevant HR, technology, legal, and industry education.
Champion company initiatives, including Zero Harm, sustainability, and employee engagement, and partner with leaders to embed them in daily practices.
Handle sensitive information confidentially and ethically, exercising sound judgment, discretion, and integrity.
Represent the region on HR councils and employee groups, including Balfour Beatty Spirit, employee engagement, inclusion initiatives, and affinity resource groups.
Perform other related duties as assigned.