Senior HR Manager

Kleinfelder•Hunt Valley, MD

2d•Hybrid

About The Position

Kleinfelder's Corporate Services team is looking for a Sr. HR Manager to join them in their East Division. This is a hybrid position based in their Hunt Valley, MD office 2-3 days per week and reports up through to the Chief Human Resources Officer. The role involves collaborating with Division Leadership to promote a culture of professionalism and excellence, designing and implementing new approaches, policies, and procedures to improve business objectives, productivity, and HR development within the company. The position requires interfacing and engaging at all levels of the organization, maintaining high levels of integrity, professionalism, fairness, and confidentiality. It also involves partnering with corporate recruiters and other Divisional HR Business Partners to ensure regulatory compliance and maximize recruitment efficiencies. A hands-on approach is needed to monitor employee engagement, assist managers and employees with career options and growth paths, support transparent goal and performance conversations, provide guidance on market-based compensation, and support a training program for employee skill development. The role also manages employee relations issues, including investigations into working conditions, disciplinary actions, and employee complaints, and may be involved in responding to EEOC legal responses. The Sr. HR Manager will provide guidance and recommendations for problem resolution and will be responsible for writing investigative reports. This position may involve up to twenty-percent (20%) travel and requires a valid driver's license.

Requirements

Minimum 8+ years progressively responsible experience in HR focusing on a multi-state environment, with particular focus on a broad range of human resources, compensation and/or employee health and welfare programs/plans and training and development.
At least three years of experience with employee relations, responding to EEOC complaints, implementing policies and providing guidance to managers and employees on workplace issues.
Must be able to handle confidential and sensitive situations with professionalism.
Must have excellent communication (both written and verbal) skills.
Knowledge of applicable laws and regulations for designated area(s) i.e.: human resources, compensation, COBRA, Section 125, ERISA, FMLA, Disability and/or Workers Compensation required.
BS and PHR/SHRM-CP certification is required.
Following an offer, candidates will be required to satisfactorily complete employment reference checks, verification of professional licensure and/or educational credentials, a motor vehicle report (MVR), and a comprehensive background check.
Must have a valid driver's license.

Responsibilities

Collaborates with Division Leadership to promote a culture of professionalism and excellence.
Understands business goals as well as design and implement new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.
Must be able to interface and engage at all levels of the organization.
Responsible for maintaining the highest level of integrity, professionalism, fairness, and confidentiality in all aspects of job performance.
Partners with corporate recruiters and other Divisional HR Business Partners to ensure regulatory compliance and maximize efficiencies in the recruitment process.
A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement.
Assist managers and employees to develop a clear view of their career options and their path to career growth.
Support transparent and frequent conversations about goals and performanc between managers and employees.
Provide guidance and tools to ensure employees are compensated at market rates.
Support a training program that supports employees to grow their skills in people, business, and project management.
Manages employee relations issues including investigating problems such as working conditions, disciplinary actions and employee complaints.
May be involved in investigating, preparing and responding to EEOC legal responses.
Provides guidance and recommendations for problem resolution to managers and employees.
Will be responsible for writing investigative reports.