HR Manager

Reports to: Executive Leadership / General Manager

Pay- $72,000- $85,000 salary range

Full benefits/PTO/Insurance- Health, Dental, Eye fully paid for employee/ Holiday

Role Summary:

We are a family-owned, team-oriented company in the Northwest with nearly 100 years of proud service in the skilled trades. Our company culture is built on support, collaboration, integrity, education, and mutual respect . Amazing supportive team that works hard, smart and fast but we have fun too!

Deeply committed to our mission:

"To treat everyone with an exceptional red carpet experience."

The Human Resources Manager will lead the HR function with strategic foresight and strong execution. This role is ideal for someone who brings excellent organizational skills, implementation ability, and a continuous improvement mindset -especially in a union environment. The right candidate will work closely with executive leadership to shape a long-term HR vision , enhance cultural cohesion, strengthen retention, and drive operational excellence across all HR areas including union relations, compliance, recruitment, onboarding, payroll, and employee engagement.

Core Responsibilities

Strategic HR Leadership & Culture Development

• Collaborate with executive leadership to develop and implement an HR vision that supports long-term company goals and cultural cohesion.

• Promote and reinforce the company's mission and values through daily HR interactions, programs, and communication.

• Identify opportunities to improve systems, tools, and workflows for greater HR efficiency and clarity.

• Champion a positive and inclusive workplace culture that drives employee engagement and retention.

Union Relations & Compliance

• Act as the primary liaison with union representatives, handling all communication, grievances, and labor negotiations.

• Ensure accurate interpretation and administration of the collective bargaining

• Maintain positive, solutions-focused labor relations while representing company

• Ensure all union-related activities and decisions are documented and legally compliant.

Union Payroll & Benefits Administration

• Oversee and manage union payroll , ensuring accurate processing of union dues, wage rates, fringe benefits, and hours per trade agreements.

• Partner with payroll and accounting teams to audit for accuracy and regulatory

• Maintain knowledge of prevailing wage, fringe benefit reporting, and jurisdictional trade

Recruitment & Hiring

• Lead recruitment efforts across all departments with a focus on organization, proactive communication, follow up and follow through keeping a robust talent pipeline development of qualified candidates .

• Maintain and update a structured Talent Pool and Non-Hireables List .

• Ensure hiring decisions are well-documented and compliant with EEOC and internal

• Partner with department heads to align staffing priorities with operational goals.

Onboarding & Retention

• Design and oversee a digital, structured onboarding system aligned with company culture and mission.

• Ensure new hires feel welcomed, prepared, and supported from day one.

• Conduct structured follow-ups and use feedback to improve retention strategies.

• Track retention metrics and lead improvement initiatives as needed.

Employee Management & Communication

• Build effective communication processes across departments regarding hiring, onboarding, and employee updates.

• Create and maintain systems for documenting corrective actions, complaints, terminations, and grievances .

• Implement tools (e.g., HRIS, dashboards) to improve communication and information

FMLA, Leave Administration & Compliance

• Track, manage, and document FMLA, ADA, and all legally protected leave cases.

• Maintain confidentiality and ensure compliance with federal, state, and local regulations.

• Provide timely and accurate communication between employees, leadership, and applicable legal contacts.

SOPs & HR Operations

• Develop and regularly update Standard Operating Procedures for hiring, documentation, union compliance, and file management.

• Maintain up-to-date and legally compliant employee files and labor documentation.

• Drive continuous improvement across HR processes through documentation audits, feedback, and collaboration.

• Clear and transparent updates with management team, executives to be pro active in the role with aligned goals that keep everyone tracking and updated on necessary updates and information.

Qualifications & Requirements

Education:

• Bachelor's degree in Human Resources, Labor Relations, Business Administration, or related field.

• Master's degree or Juris Doctor (JD) a plus.

Certifications:

• PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.

• Labor Relations, Union Payroll, or Collective Bargaining Training or Certification is highly

Experience:

• 5+ years of progressive HR experience, including at least 3 years in a unionized skilled trades or industrial setting.

• Proven experience in union payroll management , labor negotiations, and grievance

• Strong working knowledge of FMLA, ADA, OSHA, EEOC, and employment law

• Demonstrated ability to improve processes, drive systems implementation, and lead through organizational change.

• Immensely organized, Privacy and safety of sensitive information as a top priority, incredible communication skills.

Key Skills & Cultural Fit

• Highly organized with excellent follow-through and execution on projects and policy

• Strong interpersonal, problem-solving, and leadership skills.

• Visionary thinker who can build strategic plans in partnership with leadership .

• Natural team player who thrives in a collaborative, family-oriented environment .

• Passion for fostering a supportive, transparent, and integrity-driven culture .

• Commitment to providing an exceptional "red carpet" employee experience .

Daily Expectations (Checklist Highlights)

• Maintain organized documentation systems and daily status updates.

• Communicate proactively with all departments on hiring and personnel activity.

• Address union correspondence and employee needs promptly and professionally.

• Track and report on recruitment pipelines, retention, and legal leave cases.

• Implement improvements to HR tools, systems, and processes.