We have an awesome client in Tempe, AZ looking for their next HR Manager. Position Summary The Human Resources Manager owns the compliance, employee relations, and HR operations functions for a growing mechanical contracting company. This role is the company's subject-matter expert on employment law and policy, the lead on workplace investigations and involuntary separations, and the primary coach to field and office leadership on people issues. The position also oversees benefits, compensation administration, HRIS governance, regulatory reporting, and recruiting process performance, and supervises a two-person HR team. On an interim basis, this role provides oversight of the safety team and safety initiatives. Success in this role requires someone who can move comfortably between a conference room and a mechanical room — building credibility with project managers, superintendents, foremen, and craft employees as readily as with executives. Essential Duties and ResponsibilitiesHR Compliance Maintain compliance with federal, state, and local employment laws and internal company policy. Monitor regulatory changes affecting the construction and mechanical trades and adjust practice accordingly. Serve as the internal authority on wage and hour, worker classification, employee relations, and jobsite employment practices. Employee Relations Provide guidance to managers on employee relations matters, corrective action, and performance concerns. Coach leaders through difficult conversations and ensure consistency of treatment across the office and field. Identify patterns in employee relations activity and recommend upstream fixes. Workplace Investigations Lead workplace investigations from intake through closure, including harassment, discrimination, retaliation, and policy violation complaints. Conduct interviews, gather and preserve evidence, and produce clear, defensible documentation of findings and recommendations. Partner with legal counsel as needed on higher-risk matters. Policy Ownership Own policy drafting, maintenance, and interpretation. Conduct the annual employee handbook review and manage the update, approval, and rollout process. Ensure policies are practical for both office and distributed field workforces. Leaves and Accommodations Oversee FMLA, ADA, state leave, and accommodation processes end to end. Own case decisions, the interactive process, medical documentation handling, and return-to-work coordination. Coordinate closely with safety and workers' compensation on injury-related leave and light-duty placement. Benefits Oversee benefits administration, annual renewals, open enrollment, and vendor performance. Support plan design discussions and manage broker relationships. Compensation Administration Administer approved compensation processes, including salary changes, offers, and the annual compensation cycle. Maintain job architecture, pay ranges, and internal equity review. HRIS Governance Own HR process configuration, system data integrity, and HRIS business requirements. Define and document workflows, approvals, and reporting structures within the system. Lead HR-side requirements for system enhancements, integrations, and implementations. Regulatory Reporting Own required HR regulatory reports and compliance filings, including

EEO-1, VETS-4212, ACA

reporting, and

OSHA 300/300A

recordkeeping and posting. Manage public-works contractor reporting obligations where applicable, including applicant and hiring data tracking, EEO notice and poster requirements on job sites, and any owner- or agency-required workforce or apprenticeship utilization reporting. Maintain the compliance calendar and ensure filings are accurate and on time. Separations Guide involuntary separations, including risk review, documentation standards, decision support, and the final separation process. Provide support in separation meetings and manage post-separation matters such as unemployment claims and severance administration. Recruiting Governance Own recruiting process performance, hiring standards, and recruiter priorities. Establish and monitor time-to-fill, source effectiveness, and requisition discipline across craft, field leadership, and office roles. Ensure hiring practices are compliant and consistently applied. HR Metrics Establish and report core HR metrics and trends, including turnover, retention, headcount, absence, time-to-fill, and employee relations volume. Translate data into recommendations for leadership. Manager Support Provide managers and directors with HR coaching on policy application, employee issues, and documentation quality. Team Leadership Supervise the HR Generalist and Recruiter; assign and prioritize work, set standards, and develop capability. Conduct performance reviews, provide regular development and feedback, and build a bench within the HR function. Lifecycle Partnership Partner with Workforce Development on onboarding, the performance cycle, and employee lifecycle process design and hand-offs. Ensure clean ownership boundaries and a consistent employee experience across shared processes. Interim Safety Oversight Provide interim oversight of the safety team and safety initiatives, including program execution, incident review, training compliance, and reporting. Coordinate safety, workers' compensation, and return-to-work activity with HR processes. Partner with operations leadership to reinforce safety accountability in the field. QualificationsRequired Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience. 7+ years of progressive HR experience, including direct ownership of employee relations and compliance. Demonstrated experience leading workplace investigations and documenting findings. Working knowledge of FMLA, ADA, FLSA, Title VII, and applicable state employment law. Experience administering benefits and compensation programs. Proficiency with an HRIS and the ability to own configuration and data integrity. Sound judgment, discretion, and the ability to handle confidential information. Strongly Preferred Experience in construction or the skilled trades. Experience supporting positive employee relations in a merit shop environment. Prior supervisory experience. Safety program exposure, including OSHA recordkeeping and workers' compensation. SHRM-CP/SHRM-SCP or

PHR/SPHR

certification. Competencies Credibility in the field. Comfortable on a jobsite; able to earn trust with craft employees and field leadership. Defensible decision-making. Documents well, thinks about risk, and knows when to escalate to counsel. Directness with tact. Delivers hard messages to managers and executives without softening the substance. Operational discipline. Builds repeatable processes rather than handling everything as a one-off. Practical judgment. Applies policy to messy real situations without defaulting to rigidity.

Pay:

From $110,000.00 per year

Benefits:

401(k) Dental insurance Health insurance Paid time off Vision insurance

Work Location:

In person