Abrar Admin

A-1 Electrical Contractors INC

<div>Why This Role Exists 


A-1 Electrical has been doing electrical work the same right way since 1973. Today we run roughly 180 people across the New Orleans market, with revenue in the $45&ndash;50M range. Our field management &mdash; Foremen, Field Managers, Project Managers, and the General Superintendent &mdash; is the engine of the company. Their time on a job site, managing scope, coordinating crews, and keeping projects on schedule and on budget is the direct mechanism by which A-1 earns its margin.

Yet a significant portion of every field manager&rsquo;s week gets consumed by people-management work that has nothing to do with generating revenue: writing up an attendance pattern, mediating a crew conflict, fielding pay questions, screening applicants, hand-walking a new hire through onboarding. None of it is wrong work &mdash; but most of it is not the work field managers were hired to do. 


What You&rsquo;ll Own<div> 
</div>
The role splits roughly 60% recruiting, 30% field partnership, 10% compliance and reporting. Specifics: 


1. Recruiting (about 50% of your time)
<ul><li>Run full-cycle recruiting for trades positions &mdash; electricians, helpers, apprentices, and field management roles. From kickoff meeting with the hiring manager through accepted offer.</li></ul>
<ul><li>Source candidates across multiple channels: NOCC, Clover, high-school trades partnerships, referrals, online job boards, ATS pipelines, and direct outreach. Build the pipeline; do not wait for it.</li></ul>
<ul><li>Run the hiring kickoff with each Field Manager or General Superintendent before posting. Define the role, the success criteria, the must-haves, and the timeline. No req goes live without one.</li></ul>
<ul><li>Phone-screen every applicant before scheduling with the hiring manager. The hiring manager&rsquo;s time is the most expensive part of the funnel &mdash; protect it.</li></ul>
<ul><li>Coordinate background checks, drug screens, and references through our credentialed vendor. Track every candidate to closure.</li></ul>
<ul><li>Make offers and manage negotiation within agreed bands. Document everything.</li></ul>
<ul><li>Hand off cleanly to the Payroll &amp; Benefits Coordinator for new-hire paperwork. Make sure Day 1 happens without surprises.</li></ul>
<ul><li>Track and report recruiting metrics: time-to-fill, source quality, offer acceptance rate, 90-day retention. Bring the data to the monthly leadership meeting.</li></ul> 


2. Field Partnership (about 35% of your time)
<ul><li>Be the first call when a Foreman or Field Manager has a people situation &mdash; attendance, conflict, performance, complaint. They call you, you handle it, they get back to running the job.</li></ul>
<ul><li>Run structured mediation when crew conflicts surface. Both parties heard separately, ground rules established, resolution documented. The Foreman is briefed on the outcome &mdash; not the process.</li></ul>
<ul><li>Coach Foremen and Field Managers through corrective action conversations. Walk them through the structure, sit in if they want, document the conversation, follow through on the warning.</li></ul>
<ul><li>Own the 30/60/90-day onboarding review for every new hire. Structured check-ins, performance observations, recommendation to continue or course-correct.</li></ul>
<ul><li>Visit job sites regularly. Walking a job is how you build trust. The Foreman who sees you in the field will call you when something happens; the one who has only ever met you in the office will not.</li></ul>
<ul><li>Maintain the documentation library for all disciplinary actions and field-facing employee relations matters.</li></ul> 


3. Compliance, Onboarding &amp; Reporting (about 15% of your time)
<ul><li>Manage I-9, employment eligibility, and basic compliance documentation in coordination with the Payroll &amp; Benefits Coordinator.</li></ul>
<ul><li>Support OSHA and workers&rsquo; comp documentation related to new hires and post-incident administration.</li></ul>
<ul><li>Report monthly on recruiting funnel, escalations handled, and trends to the Director of Human Resources.</li></ul>

What We&rsquo;re Looking For<div> 
</div>
Required
<ul><li>4+ years as an HR generalist, with at least 1 year in a recruiting-heavy role.</li></ul>
<ul><li>Demonstrated experience running full-cycle recruiting &mdash; sourcing through offer.</li></ul>
<ul><li>Working knowledge of EEOC, FCRA, FLSA, and Louisiana employment law basics.</li></ul>
<ul><li>Experience with applicant tracking systems and HRIS platforms.</li></ul>
<ul><li>Strong written documentation skills. You will write a lot of warning letters, investigation summaries, and offer letters &mdash; and they will be read by lawyers if anything goes sideways.</li></ul>
<ul><li>Comfort visiting active construction job sites. You will wear PPE; we will provide it.</li></ul>
<ul><li>Bachelor&rsquo;s degree in HR, Business, Psychology, or a related field &mdash; OR equivalent professional experience that demonstrates the same level of judgment.</li></ul>

Strongly preferred
<ul><li>Construction, trades, or blue-collar industry experience &mdash; hiring electricians, plumbers, carpenters, mechanics, manufacturing operators, or similar.</li></ul>
<ul><li>Bilingual English / Spanish.</li></ul>
<ul><li>SHRM-CP or PHR certification.</li></ul>
<ul><li>Experience supporting a field workforce &mdash; not just an office workforce.</li></ul>
<ul><li>Familiarity with apprenticeship programs and trades training pipelines.</li></ul></div>

Human Resources Generalist

Join A-1 Electrical Contractors INC and explore 1   exciting career opportunities. They're hiring for various roles with options for remote or on-site work. Apply today and become part of their innovative team.

A-1 Electrical Contractors INC

About Company

Human Resources Generalist