Human Resources Manager Jobs

Central Plumbing, Heating, Excavation (Central) is a well-established and respected commercial construction company. For 76 years, we have built a reputation of delivering excellence on time. Established in 1946 Central began as a family-owned plumbing and heating company in Great Falls, MT. Four generations later Central added civil construction and a second location in Belgrade (Bozeman), MT. As of January 2023, Central has become 100% employee owned!

At Central,we know that our most valuable asset is our people. As we continue to grow and evolve, we understand the importance of establishing a dedicated Human Resources Manager role to support our expanding workforce and help to maintain our culture of excellenceand mentorship. We are excited to announce the opening for a Human Resources Manager who will play a pivotal role in shaping our HR strategies, policies, and practices. The ideal candidate has a genuine passion for people, a high level of self-awareness and empathy, and can successfully navigate interpersonal relationships and conflicts. If you thrive in a collaborative decision-makingenvironment and would like the opportunity to be part of "The Best People, The Best Results!" team apply now!

JOB DESCRIPTION:

HR Manager is responsible for managing all stages of the employee life cycle to promote our company culture and overall business plan.These include but are not limited to recruitment, onboarding, career development, and retention.In addition, working together with company leadership to create, monitor, and administer company policies and practices, employee benefits, compensation, and performance evaluations ensuring we are legally compliant with all local, state, and federal regulations.

RESPONSIBILITIES:

• Maintain company organization chart, job descriptions, and template job offer letter.
• Develop and manage a comprehensive employee return to work program.
• Monitors and processes paperwork for, and ensures the organization’s compliance with federal, state, and local employment laws and regulations, such as EEOC, non-discrimination, record-keeping, Workers’ Compensation, ADA, FMLA, etc. and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Collaborates with leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.
• Collaborate with leadership to develop elective and required training at all levels of the organization encouraging career development, employee retention, and succession planning.
• Promote company culture and employee acknowledgment through years of service awards and other recognition.
• Manages onboarding process of all new employees by communicating benefit plan options, coordinating efforts with safety, payroll, and operations ensuring new employees have the necessary resources and information to successfully integrate into our organization.
• Document policies and procedures: Document all HR policies and procedures in a comprehensive and easily accessible format ensuring employees have access to updated information and guidelines.
• Communicate policy updates: Keep employees informed about any changes or updates to HR policies and practices. Utilize multiple communication channels such as email, newsletter, intranet announcements, or meetings to ensure everyone is aware of the modifications. Use various formats to cater to different learning styles.
• Foster a culture of transparency: Encourage open and transparent communication within the organization. Ensure that employees feel comfortable discussing policy-related concerns or seeking clarification without fear of retribution. This helps to address any misunderstandings and maintain consistent practices.
• Regular policy review: Conduct periodic reviews of HR policies and practices to ensure they remain up to date with legal requirements and organizational needs.
• Assist managers and employees with any employment matters including performance and disciplinary action, policy and procedure compliance, discrimination, benefits, and leave, disciplinary matters, disputes and investigation, performance and talent management, productivity, recognition, and morale.
• Communicate and work collaboratively with senior leadership to provide training sessions to managers and employees to educate them about HR policies and procedures. These training sessions should cover policy details, their rationale, and guidelines for implementation.
• Collaborates in creating cost-effective and competitive company benefit and compensation plans that attract, motivate, and retain a high-performing workforce.
• Promote employee retention through active management of voluntary terminations – tracking turnover and exit interviews.
• Future tasks and assignments as determined.
• Build upon and manage employee performance review process and related compensation adjustments focusing on goal setting and identifying areas for improvement.
• Develop comprehensive HR policies: Create clear and well-defined policies that cover various aspects such as onboarding, performance management, compensation, benefits, leave, and disciplinary procedures. These policies should align with legal requirements and Central’s culture and values.
• Build upon and manage current employee performance review process and related compensation adjustments focusing on goal setting and identifying areas for improvement.
• Provide ongoing support: Offer ongoing support and clarification to employees and managers regarding HR policies.
• Partner with Safety Director to promote health and safety initiatives.
• Administrator of Central’s Drug and Alcohol Compliance Program.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to leadership.

EDUCATION & EXPERIENCE:

• Very knowledgeable on employment law and regulations
• Experience with professionally addressing confrontational employee situations
• BA/BS degree from an accredited college/university
• SHRM certification preferred
• 5+ years of work experience in the human resources field
• Strong knowledge of Microsoft Office packages (Outlook, Excel, Word, PowerPoint)
• Experience with complex, sensitive employee issues, and maintaining confidentiality
• Past leadership experience prefferred, however, we are open to considering individuals who may not have had formal leadership roles but posses the potential and desire to grow

SKILLS & ABILITIES:

• The ability to successfully navigate a collaborative decision-making environment
• Proven and effective ability to connect with employees as a role model promoting culture, communication, continuous learning, and safety
• A genuine passion for helping peoplereachtheir potential
• Excellent time management skills with the ability to prioritize, delegate and meet deadlines whileworking independently
• Strong leadership and supervisory skills
• Effective verbal and written communication skills in building relationships and negotiating
• The ability to successfully navigate interpersonal relationships and conflicts
• A high level of self-awareness and empathy
• Ethical and professional interaction with all employees regardless of position

BENEFITS

• Company cell phone plan reimbursement
• Paid time off
• Employee Assistance Programs
• Health Insurancetailorable to your needs
• 401Kretirement plan
• Company paid short term disability
• Pet insurance
• Health Savings Account with company contribution
• Company paid life insurance policy
• Dental / Vision / Accidental / Critical Illness Insurance
• Competitive pay
• Company sponsored events
• Paid training and effective employee development resources
• Profit sharing

ADDITIONAL INFORMATION:

• Position location is available inGreat Falls, MTor Bozeman, MT.
• Work environment: Office
• This positions reports to the CEO
• This position requires travel to and from our locations (Great Falls, MT and Bozeman, MT)

APPLICATION REQUIREMENTS:

As part of our application process for this position, we kindly request that you address the following withinyour cover letter:

• Please outline the strageties and approaches youutilize to cultivate strong relationships with employees at all levels of an organization.
• Please describe a time when you proactively identified an opportunityto enhance employee engagement or job satisfaction, includinghow you addressed the opportunity and measured the impact.

Central Plumbing, Heating, Excavation is an Equal Opportunity Employer