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Human Resources Manager
Position Summary
The Human Resources (HR) Manager is the primary leader accountable for comprehensive and compliance HR functions for Landmark Construction Company. The HR Manager owns HR strategy, leads a four-person team under the direction and advisement of executive leaders, partners with the executive team on workforce decisions, and serves as the company's primary advisor on people-related responsibilities and opportunities.
This is a working leader role — strategic on the highest-leverage initiatives and hands-on with the team to build operational maturity. The optimal candidate will bring construction workforce experience, demonstrated leadership experience, and the discipline to deliver strategic HR initiatives end-to-end.
Key Responsibilities
Strategy and Executive Partnership
- Set and execute the annual HR strategy aligned to the company strategic plan based on the vision and direction established by the executive team.
- Serve as the primary HR voice at appropriate executive meetings to advise on workforce planning, employee relations, compensation and benefits, and organizational structure decisions.
- Build and maintain relationships throughout the company.
- Own the HR budget, key performance indicators (KPIs), and program return on investment (ROI).
- Provide monthly HR strategic updates to the executive team covering workforce trends, key metrics, and forward-looking recommendations.
Team Leadership
- Manage and develop direct reports; build team accountability and lane discipline.
- Establish written job documentation, and establish a thorough matrix of task responsibility and knowledge to ensure effective cross-functional work and HR function coverage.
- Address performance and conduct issues promptly through documented coaching and formal performance management.
- Build the operational maturity of the HR function: documented standard operating procedures (SOPs) and consistent processes.
- Conduct weekly one-on-one meetings with each direct report; lead the weekly HR team meeting.
Talent Strategy
- Lead workforce planning in partnership with operations and estimating; tie headcount to backlog, and confirm agreement regarding recruiting needs.
- Own the compensation philosophy, structure, and key role market benchmarking.
- Lead succession planning, individual development plans, and the leadership competency framework for the HR department, and support company-wide succession and development initiatives.
- Partner with the Training and Development Manager to lead development plans for executives and senior managers as well as broader employee training programs.
- Sponsor employee engagement measurement and retention strategy.
Compliance and Risk
- Ensure compliance with federal employment law including the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Title VII, Equal Employment Opportunity (EEO) regulations, the Age Discrimination in Employment Act (ADEA), and the Uniformed Services Employment and Reemployment Rights Act (USERRA).
- Confirm and maintain South Carolina employment law compliance; build multi-state capability for expansion, with initial targeted work in North Carolina and Georgia.
- Engage outside employment counsel in the review of the handbook and major policies.
- As needed, lead reduction in force (RIF) planning and Worker Adjustment and Retraining Notification (WARN) Act compliance with the executive team.
- Confirm Office of Federal Contract Compliance Programs (OFCCP) status and Affirmative Action Plan (AAP) requirements; confirm Davis-Bacon prevailing wage compliance for federal-aid project work.
Operational Delivery
- Responsible for final approval of HR-related policies; sponsor handbook updates and policy library maintenance.
- Oversee the Human Resources Information System (HRIS) and its integration with broader company systems.
- Own the performance review cycle design, calibration, and merit cycle governance.
- Oversee benefits, leave administration, employee relations, and recruiting through direct reports.
- Build and maintain a monthly HR dashboard for the executive team.
Qualifications
Required
- Bachelor's degree in Human Resources, Business, Industrial Relations, or a related field.
- Minimum 10 years of progressive HR experience, with at least 5 years in an HR leadership role.
- Demonstrated experience leading HR for a field-heavy workforce (construction, manufacturing, distribution, energy, or similar).
- Demonstrated experience delivering strategic HR initiatives end-to-end with measurable outcomes.
- Experience managing direct reports; demonstrated ability to hold people accountable and address performance issues.
- Proficiency with at least one major HRIS platform (Paycor preferred); knowledgeable of HR data and reporting tools and interpretation of the same.
- Valid driver's license required.
Preferred
- Construction industry experience, particularly heavy civil, infrastructure, or industrial contracting.
- Society for Human Resource Management — Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR) certification.
- Experience with multi-state operations (SC, NC, GA particularly relevant).
- Experience with Davis-Bacon prevailing wage and certified payroll for federal-aid projects.
- Experience implementing or optimizing Paycor or comparable HRIS.
- Bilingual English/Spanish.
- Charleston, SC area residence or willingness to relocate.
Key Competencies
- Executive presence — comfort holding ground in conversations with strong-personality executives
- Direct-report accountability — willing and able to address performance and conduct issues directly
- Strategic delivery — track record of moving initiatives from idea through full execution
- Construction or field workforce fluency — credibility on job sites and with foremen
- Operational discipline — comfortable building documented SOPs, detailed HR processes, and job role responsibilities
- Compliance judgment — knows when to consult counsel and when to address decisions and issues internally
- Resilience and self-management — comfortable being the primary senior HR voice in operations-heavy rooms
Work Environment and Physical Requirements
- Combination of office and field environments.
- Regular travel to active project sites in South Carolina and surrounding states.
- Occasional and as needed after-hours availability for urgent employee matters.
- Ability to lift and move up to 25 pounds.
Equal Employment Opportunity
Landmark Construction Company, Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetic information, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
If you are an individual with a disability and require reasonable accommodation to complete any part of the application process, please contact the Human Resources Department at 843-552-6186.
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