Senior HR Manager

On-site position, located in Houston, Texas- zip code 77020 (East of downtown) 

 

POSITION SUMMARY 

 

This position is accountable for providing leadership for Human Resources team members and functional support to the Company’s operations senior management in development and implementation of human resources programs and processes to support organizational initiatives. Directs Human Resources staff activities and provides support to the HR Operations team. 

 

The incumbent must support the guiding beliefs and core values of Orion, which are centered on Safety, Quality, Delivery, and Teamwork most importantly, with each built upon the all-important foundation of Integrity.

 

SPECIFIC RESPONSIBILITIES 

 

• Works with the HR leadership and executive construction management and serves as a strategic partner to establish and achieve annual goals for the Human Resources Department.
• Works closely with HR leadership to ensure effective communication to employees.
• Mentors the field Human Resources team members on all aspects of the Human Resources Business Partner role and responsibilities to develop their skill sets and competencies to the benefit of the department and their career growth; and provides exposure in human resource and employee relations areas as appropriate.
• Participates in the development and implementation of the Company’s employee benefits programs and plans to ensure smooth and efficient transitions.
• Assesses the competitiveness of the Company’s human resources and benefits programs and practices in relation to comparable companies and industry competitors, i.e., salaries, wages, bonuses, benefits, career opportunities, etc.
• Oversees the annual salary and wage planning program working with senior management and Director of Human Resources to ensure that the Company maintains attractive and competitive salary and wage levels.
• Works closely with field operations leaders and HR team members to identify business gaps and lead process improvement efforts.
• Oversees and manages the execution of the Company’s human resources programs to ensure compliance with all governmental and regulatory guidelines.
• Serves as a technical and subject matter resource to Human Resources team members at all Company locations.
• Establishes credibility throughout the organization with management and employees through responsiveness and effective problem solving on issues raised.
• Designs, develops, and implements Human Resources policies and programs for the effective and safe management of the people resources of the company.
• Administers and maintains Human Resources programs including wage and hour compliance, EEO and diversity requirements and other employee programs such as FMLA, ADA and leave policies.
• Contributes to the periodic required updating and distribution of the Employee Handbook, Company’s Policies and Procedures and other Company publications distributed to employees.
• Provides support and ensures consistency in the interpretation and implementation of Human Resource policies, practices, and procedures.
• Participates in Safety and Environmental initiatives that will contribute to compliance of State/Federal regulations and improve existing Company programs.

 

RECRUITMENT & STAFFING

 

• Works with Talent Acquisition to develop and implement recruitment/staffing strategies and plans to identify highly talented candidates within and outside the Company for current and future job openings.
• Creates and executes staffing plans to fill key salaried and hourly positions within the organization to ensure all efficient work operations. This includes partnering with operations on Staffing Model Plans for respective area.
• Provides coaching to team and hiring managers regarding all phases of recruiting including client intake session, behavior-based interviewing, negotiations of salary, and closing candidate to offer acceptance.
• Counsels hiring managers on the application of Affirmative Action data during attraction and recruitment process and works to ensure compliance with state and federal law.
• Partners with Talent Acquisition to track and utilize the most efficient and cost-effective recruitment tools to identify qualified candidates in the workforce, i.e., LinkedIn, Facebook and other social media.
• Oversees the College Recruiting and College Relations efforts at local colleges and universities to identify, attract and hire entry level project management talent.
• Works in partnership with leadership team to create and implement the Company’s internship program.
• Analyzes data and current recruiting methods to determine key performance indicators and best practice.

 

EMPLOYEE TRAINING, DEVELOPMENT AND ENGAGEMENT

 

• Partners with senior operations management to perform a training needs analysis in their respective areas to identify critical training and development needs through the use of various assessment tools.
• Plans the implementation and facilitation of agreed upon training activities and events, designs, and develops training materials, and distributes training materials to training participants.
• Ensures that an effective new hire orientation is established and maintained at all Company locations, which includes a review of the Company information, employee benefits, and HR policies & procedures.
• Works with the senior operations management to design and implement career progression programs to promote employee development and retention.
• Manages the annual talent identification and review cycle. This would include Succession Planning, identification of high-potential employees, and the completion of Career Development Plans (CDP) to drive improved insight into the capability of our workforce.
• Strengthens and diversifies talent pipelines to business critical and leadership roles. This would include the implementation of high potential programs, coaching, 360o feedback, and embedding Group-wide Diversity & Inclusion initiatives to promote the attraction and successful development of diverse talent.
• Develops and presents supervisory and manager training programs to ensure optimum work performance and regulatory compliance.

 

EMPLOYEE RELATIONS

 

• Participates actively in supporting small business diversity activities for the Company and attending Prime Contractor Roundtable meetings.
• Coordinates employee engagement activities and functions such as recognition events, team building and community programs.
• Listens and takes action on employee concerns. Investigates internal complaints and Whistleblower Hotline claims.

 

DIVERSITY & EEO INITIATIVES

 

• Updates the Affirmative Action Plan for operations division on an annual basis and devises strategies to ensure proper utilization of protected classes in the workforce, as appropriate.
• Ensures accuracy and assists in preparing and submitting annual state and federal regulatory reports about the organization and manpower, i.e., EEO-1 Report, Vets-4212 Report, DOT Reports, etc.

 

EMPLOYEE SAFETY AND COMPLIANCE

 

• Responsible and accountable for incumbent’s own personal safety.
• Responsible and accountable for the safety of all co-workers and any others incumbent comes in contact with.
• Authorized and obligated to stop work on any task or series of tasks whenever an unsafe condition or situation is anticipated or is observed.
• Complies with all applicable laws, regulations and Company policies and procedures, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• Reports any and all violations of applicable laws, regulations or Company policies and procedures promptly, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• Performs other related administrative and technical duties as may be assigned or requested by immediate supervision (such as certification training, safety training, procedure review, etc.).
• All employees, current and former, must maintain confidentiality by not disclosing to others any confidential, proprietary or trade secret information belonging to the Company.

 

POSITION COMPENTENCIES 

 

• Business Acumen (Business Awareness, Knowledge): Showcases knowledgeable and understanding of business operations and functions, and the ability to align goals to support the business.
• Change Management (Change Readiness, Conflict Management): Demonstrates support for innovation to improve effectiveness; Initiate, sponsor, and implement organizational change.
• Collaboration (Relationships, Team Interface): Establishes constructive relationship with clients and other work units to meet mutual goals and objectives of the company.
• Communication (Verbal, Written): Utilizes verbal and written communication skills to express oneself clearly in conversations and interactions with others.
• Managing Work (Initiative, Productivity, Results Orientation): Shows ability to plan, schedule, direct work of self and others, and provide follow up to ensure quality standards.
• Problem Solving (Analytical, Creative): Makes sound, well-informed and objective decisions.
• Safety Orientation (Safe Work Philosophy): Demonstrates responsibility and accountability for their own personal safety and the safety of co-workers and others; applies safe work practices in the performance of assigned tasks.
• Talent Development: Continuous development of juniors; sets goals, expectations, and objectives in ways that motivate them.
• Trust and Integrity: Follows through on commitments; respects and maintains confidentiality.

 

JOB SPECIFIC COMPENTENCIES

 

• Work Standard: Sets high standards and well-defined goals; displays high level of effort and commitment towards completing assignments with minimal supervision.

 

POSITION REQUIREMENTS

 

A B.S. Degree in Human Resource management or related field and a minimum of 8-12 years Human Resources experience, or commensurate experience is required.  Human Resources Certification is preferred. Broad HR generalist background in Staffing, Compensation & Benefit Administration, Policy Design & Administration, Organizational Effectiveness, Client Consulting & Partnering, Employee Diversity, Business Process Improvement, and HR Problem Solving is required.  Knowledge of the construction industry is preferred. 

 

The incumbent must 1) be an effective communicator (both verbal & written), 2) be proficient in Microsoft Office Suite, and 3) be able to interface well with employees at all levels of the organization.

 

The Company expects and requires incumbent and each of its other employees to observe and fulfill the above and all other safety responsibilities and actively work toward maintaining a safe workplace.  Failure to do so can result in disciplinary action, up to and including termination of employment.

 

PHYSICAL/MENTAL REQUIREMENTS

 

The incumbent must be able to perform the essential functions of the job with or without reasonable workplace accommodation. 

 

The individual must also be able to wear and properly utilize appropriate personal protective equipment (PPE) to work or visit within areas where it is required.  This includes hard hat, safety glasses, respirators, ear plugs, steel toed shoes, personal flotation devices, or other protective equipment as required by the work performed and location the work is being done.

 

The incumbent must possess the ability to remain calm during emergencies and respond appropriately as dictated by the circumstance of the incident and as directed by the Safety Representative or other management personnel.  Must be capable of evacuating the work area in a timely manner should an emergency situation arise.