Human Resources Manager Brownco Construction Company, Inc. Anaheim, CA Job Details Full-time $90,000 - $100,000 a year 19 hours ago Benefits Health insurance Dental insurance 401(k) Paid time off Vision insurance 401(k) matching Qualifications Organization design Records management Bachelor's degree Recruiting Workforce development Senior leadership Full Job Description

POSITION OVERVIEW

The Human Resources Manager will lead the development and day-to-day management of Brownco Construction's internal Human Resources function during an important period of organizational growth. This position is designed for an experienced HR professional who is ready to step into broader ownership and help build the people systems, management practices, and organizational structure needed to support a growing construction workforce. The Human Resources Manager will serve as a member of the senior leadership team alongside the President, and other company leaders. The position will act as a trusted advisor to leadership while remaining accessible and visible to employees throughout the organization. This is not a role focused solely on maintaining existing HR programs. The successful candidate will have the opportunity to help create, standardize, and improve systems that have historically developed informally as the company has grown. The Human Resources Manager will be responsible for employment compliance, employee relations, benefits and leave administration, workers' compensation administration, recruiting and onboarding processes, HR systems and records, performance management systems, and manager support. The role will also partner closely with Operations on employee safety, workforce development, performance expectations, and organizational accountability while recognizing that day-to-day operational leadership and field safety remain management responsibilities.

CORE RESPONSIBILITIES 1.

Leadership & Organizational Role Serve as a senior leadership team member and contribute to company-wide workforce and organizational decisions. Advise the President and leadership team on employee relations, employment compliance, organizational risk, workforce planning, and HR best practices. Build HR systems and processes that support Brownco's continued growth and create greater consistency across departments. Coach supervisors and managers on employee communication, performance expectations, documentation, discipline, and employee development. Help strengthen leadership accountability by creating effective systems, tools, and expectations rather than serving as the sole source of employee accountability. Develop credibility and strong working relationships with both office and field employees. Maintain an active presence in company operations through periodic visits to active project sites. 2. Employment Compliance & HR Policy Administration Monitor and ensure compliance with applicable federal, California, and local employment laws and regulations — including but not limited to Cal/OSHA, FEHA, CFRA, PDL, FMLA, and wage-and-hour requirements. Maintain and administer company employment policies, procedures, employee handbook provisions, and required workplace notices. Identify compliance risks and recommend practical solutions to the President and leadership team. Maintain compliant employee records, personnel files, employment documentation, and required record retention practices. Coordinate employment eligibility verification (I-9) and other onboarding compliance requirements. Maintain awareness of regulatory developments and evolving HR practices affecting Brownco's workforce. 3. Recruiting, Hiring & Onboarding Own and continuously improve Brownco's end-to-end recruiting and hiring process for all office and field positions. Partner with department leaders to understand workforce needs, required qualifications, and hiring priorities. Develop, maintain, and post accurate job descriptions and job advertisements across appropriate platforms (Indeed, industry boards, etc.). Coordinate candidate screening, interviews, selection processes, background checks, and pre-employment requirements including drug testing administration. Provide hiring managers with structured interviewing tools and candidate evaluation frameworks. Manage new-hire onboarding and orientation processes, including explanation of Brownco benefits, eligibility timelines, and systems access. Coordinate new field employee introduction to Miter with the Field Operations Coordinator, ensuring day-one operational readiness. Monitor early employment milestones; support structured 30/60/90-day check-ins and initial performance reviews. Coordinate employee transfers, promotions, status changes, and separations. Conduct or coordinate exit processes and identify turnover trends or opportunities for improvement. 4. Employee Relations & Manager Support Serve as the primary resource for employee relations matters, workplace concerns, and HR-related field employee inquiries. Conduct or coordinate workplace investigations involving employee complaints, policy concerns, misconduct, or other sensitive matters. Coach supervisors and managers regarding performance concerns, employee communication, documentation, and corrective action. Participate in disciplinary meetings, performance improvement discussions, and termination processes as appropriate. Provide leadership with objective HR guidance while recognizing that operational leaders remain responsible for directly managing employee performance. Promote consistent and fair application of company policies and employment practices across all departments. 5. Performance Management & Organizational Development Develop and administer a consistent company-wide performance management and review process. Coordinate periodic employee review cycles; help managers prepare meaningful, documented performance feedback. Partner with leadership to develop and maintain clear job descriptions, position expectations, and performance standards across the organization. Support the development and implementation of position-specific Key Performance Indicators and measurable performance expectations. Build documentation practices that capture both positive performance and performance concerns — creating a defensible record for coaching, PIPs, and separation decisions. Develop tools, resources, and training that strengthen supervisors' ability to manage employees effectively. Identify opportunities for employee development, succession planning, retention, and internal advancement. Help establish scalable HR practices as the company continues to grow. 6. Benefits & Leave Administration Administer employee benefit programs and serve as the primary resource for all employee benefit questions — including medical, dental, vision, and 401(k). Coordinate enrollment, qualifying life events, employee communications, and annual open enrollment. Partner with benefit brokers, carriers, and company leadership on benefit administration and plan review. Administer applicable federal, California, and company leave programs (FMLA, CFRA, PDL, and others). Coordinate required documentation, notices, return-to-work processes, and ongoing communication with employees and managers during leave. Maintain appropriate confidentiality regarding all employee medical and leave information. 7. Workers' Compensation Administration Manage the administrative aspects of workers' compensation claims: reporting, documentation, claim coordination, injured employee communication, and return-to-work planning. Serve as the primary point of contact for injured employees; coordinate restricted duty assignments and modified work programs with the Field Operations Manager. Maintain a current log of all employees in workers' compensation status; provide updates to the Field Operations Manager and President as warranted. Maintain communication with employees, managers, insurance carriers, brokers, and medical or claims professionals throughout the life of each claim. Coordinate and manage the annual workers' compensation audit, including gathering payroll, classification, and exposure data; reviewing audit documentation for accuracy; and responding to carrier or broker follow-up. Track workers' compensation activity and identify trends that may warrant operational attention or safety intervention. Partner with Operations on injury prevention, modified duty, and safe return-to-work practices. 8. Safety Documentation & ISN Administration Maintain and update Brownco's ISN (contractor safety management) account, including monthly hours-worked submissions and safety written program updates. Ensure all Brownco safety written programs on ISN are current, compliant, and reflect any regulatory or operational changes. Coordinate with the Field Operations Manager and Safety Consultant on required safety program revisions and ISN compliance. Maintain required employment-related safety documentation and training records. Support required safety training coordination in partnership with Operations and the Safety Consultant. 9. HR Systems, Records & Reporting Serve as a primary HR administrator and subject-matter resource for Miter, including employee records, onboarding documentation, and future performance management capabilities. Maintain accurate, compliant, and organized employee information and personnel records within all company systems. Develop useful HR reporting and metrics related to hiring, turnover, employee relations, performance, workers' compensation, and workforce trends. Identify opportunities to automate or simplify HR processes as the company grows. 10. Payroll Partnership Partner closely with Accounting/Finance regarding employee data, compensation changes, payroll-related HR information, and workforce records. Develop a working understanding of Brownco's payroll and timekeeping processes within Miter. Serve as a trained backup resource for payroll processing when needed. Support accurate communication between HR, employees, managers, and Finance regarding payroll-related changes.

Note:

Payroll ownership will initially remain within Finance and may be reassessed as Brownco's HR and administrative structure continues to develop.

PERFORMANCE EXPECTATIONS

The following standards define the minimum performance expected of the Human Resources Manager on an ongoing basis. These expectations serve as the foundation for performance reviews and, where applicable, Performance Improvement Plans. Compliance & Policy All required workplace postings, notices, and documentation maintained current at all times — zero compliance lapses. Employee handbook and HR policies reviewed and updated at minimum annually; revisions distributed to all employees and documented. All personnel files complete, organized, and audit-ready at all times. I-9 documentation completed for 100% of new hires on or before the first day of employment. Recruiting & Onboarding Open positions posted within 5 business days of receiving an approved hiring request from department leadership. All new hires complete a structured onboarding process including benefits orientation, Miter setup, and employee handbook review before or on their first day. Pre-employment drug testing and background checks completed prior to the first day of work for all new hires — no exceptions. 30/60/90-day new hire check-ins scheduled and documented for all new employees. Employee Relations All employee relations concerns acknowledged and initial response provided within 24 hours of report. Workplace investigations initiated within 48 hours of a formal complaint or reportable concern. Managers receive coaching support and documentation guidance within 24 hours of escalating a performance concern. Workers' Compensation All workplace incidents reported to the workers' compensation carrier within the required timeframe — zero late filings. Injured employee contact established within 24 hours of any workplace injury. Workers' comp log current and provided to the Field Operations Manager and President weekly. Annual workers' compensation audit completed on time and with accurate supporting documentation. ISN & Safety Documentation ISN account updated with hours worked by the 5th of each month — no exceptions. All Brownco safety written programs on ISN current and compliant; no expired or outdated programs on file. HR Systems & Reporting Monthly HR metrics report (hiring activity, turnover, open positions, workers' comp activity) provided to the President by the 10th of each month. Miter employee records reviewed for accuracy quarterly; discrepancies corrected within 5 business days of identification.

QUALIFICATIONS & REQUIREMENTS

Required Three to five years of progressive Human Resources experience, with demonstrated ownership of employee relations, compliance, recruiting, and/or benefits administration. Strong working knowledge of California employment law, including Cal/OSHA, FEHA, CFRA, PDL, FMLA, and wage-and-hour regulations. Strong employee relations judgment and ability to handle sensitive workplace matters professionally and objectively. Ability to coach supervisors and managers while maintaining productive relationships across all levels of the organization. Strong professional judgment, integrity, discretion, and commitment to confidentiality. Excellent verbal and written communication skills; strong interpersonal, negotiation, and conflict resolution ability. Strong organizational skills and attention to detail; ability to independently prioritize competing responsibilities and follow issues through to completion. Proficiency with HRIS, payroll, timekeeping, or workforce management systems; Miter experience beneficial but not required. Proficiency with Microsoft Office or comparable business software. Comfort working in a growing organization where processes may need to be created rather than simply maintained. Preferred Prior experience as an HR Generalist, Senior HR Coordinator, HR Business Partner, or similar role with increasing levels of responsibility. Experience supporting a construction, manufacturing, industrial, field service, or skilled trades workforce. Prior experience developing or improving HR processes from the ground up. Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent practical HR experience will be considered. PHR, aPHR, SHRM-CP, or similar HR certification preferred but not required.

COMPENSATION & BENEFITS

Brownco Construction Company, Inc. offers a competitive total compensation package commensurate with experience: Base salary: $90,000 - $100,000 annually — exempt/salaried, non-union position

Health Insurance:

Medical, Dental, and Vision (Brownco covers 75% of premium; eligible after 90 days)

Paid Vacation:

Ten (10) days per year (eligible after 90 days) 401(k): 100% match on first 3% of contributions, 50% match on next 2% (eligible after 1 year; 100% vested) Work Environment Primarily office-based (approximately 95%) at 1000 E. Katella Avenue, Anaheim, CA 92805. Periodic travel to active construction project sites required to maintain field visibility and employee relationships. Must be able to safely access and navigate active construction sites (uneven surfaces, site conditions); must comply with applicable site safety requirements and use required PPE when visiting jobsites. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.

Pay:

$90,000.00 - $100,000.00 per year

Benefits:

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

Work Location:

In person