Human Resources Generalist

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 $45–50M range. Our field management — Foremen, Field Managers, Project Managers, and the General Superintendent — 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’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 — but most of it is not the work field managers were hired to do.

What You’ll Own

The role splits roughly 60% recruiting, 30% field partnership, 10% compliance and reporting. Specifics:

1. Recruiting (about 50% of your time)

• Run full-cycle recruiting for trades positions — electricians, helpers, apprentices, and field management roles. From kickoff meeting with the hiring manager through accepted offer.

• 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.

• 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.

• Phone-screen every applicant before scheduling with the hiring manager. The hiring manager’s time is the most expensive part of the funnel — protect it.

• Coordinate background checks, drug screens, and references through our credentialed vendor. Track every candidate to closure.

• Make offers and manage negotiation within agreed bands. Document everything.

• Hand off cleanly to the Payroll & Benefits Coordinator for new-hire paperwork. Make sure Day 1 happens without surprises.

• Track and report recruiting metrics: time-to-fill, source quality, offer acceptance rate, 90-day retention. Bring the data to the monthly leadership meeting.

2. Field Partnership (about 35% of your time)

• Be the first call when a Foreman or Field Manager has a people situation — attendance, conflict, performance, complaint. They call you, you handle it, they get back to running the job.

• Run structured mediation when crew conflicts surface. Both parties heard separately, ground rules established, resolution documented. The Foreman is briefed on the outcome — not the process.

• 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.

• Own the 30/60/90-day onboarding review for every new hire. Structured check-ins, performance observations, recommendation to continue or course-correct.

• 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.

• Maintain the documentation library for all disciplinary actions and field-facing employee relations matters.

3. Compliance, Onboarding & Reporting (about 15% of your time)

• Manage I-9, employment eligibility, and basic compliance documentation in coordination with the Payroll & Benefits Coordinator.

• Support OSHA and workers’ comp documentation related to new hires and post-incident administration.

• Report monthly on recruiting funnel, escalations handled, and trends to the Director of Human Resources.

What We’re Looking For

Required

• 4+ years as an HR generalist, with at least 1 year in a recruiting-heavy role.

• Demonstrated experience running full-cycle recruiting — sourcing through offer.

• Working knowledge of EEOC, FCRA, FLSA, and Louisiana employment law basics.

• Experience with applicant tracking systems and HRIS platforms.

• Strong written documentation skills. You will write a lot of warning letters, investigation summaries, and offer letters — and they will be read by lawyers if anything goes sideways.

• Comfort visiting active construction job sites. You will wear PPE; we will provide it.

• Bachelor’s degree in HR, Business, Psychology, or a related field — OR equivalent professional experience that demonstrates the same level of judgment.

Strongly preferred

• Construction, trades, or blue-collar industry experience — hiring electricians, plumbers, carpenters, mechanics, manufacturing operators, or similar.

• Bilingual English / Spanish.

• SHRM-CP or PHR certification.

• Experience supporting a field workforce — not just an office workforce.

• Familiarity with apprenticeship programs and trades training pipelines.