Place of Business:
SEDALCO Construction Services

Position Description:

The Director of Human Resources serves as the strategic and operational leader for all human resources functions within the Company. This position partners closely with executive leadership to attract, develop, and retain exceptional employees while fostering a high-performance culture built on accountability, integrity, collaboration, and continuous improvement. The Director will lead all aspects of human resources, including talent acquisition, employee relations, compensation and benefits, organizational development, performance management, leadership coaching, compliance, training, succession planning, and HR systems. The ideal candidate is equally comfortable developing long-term people strategies and rolling up their sleeves to solve day-to-day employee challenges.

Experience supporting the commercial construction industry is strongly preferred.

Essential Characteristics:

• Strong Communication Skills
• Leadership and Decision-Making Ability
• Emotional Intelligence and Empathy
• Integrity and Confidentiality
• Problem-Solving and Conflict Resolution Skills
• Organizational and Time Management Skills
• Knowledge of Employment Laws and HR Practices
• Strategic Thinking and Business Awareness
• Adaptability and Flexibility
• Relationship-Building Skills
• Talent Development & Coaching
• Commitment to Equal Opportunity Employment Practices and Policies

Key Responsibilities:

Recruitment & Talent Acquisition:
• Assist in the recruiting and selection process for assigned roles across the organization.
• Partner with hiring/department managers to identify staffing needs and define job requirements, create job postings, and develop effective recruiting strategies.
• Source, screen, interview, and evaluate candidates; provide hiring recommendations to leadership.

o Administer and process DISC evaluation and pre-employment paperwork.

o Arrange pre-employment screenings (background and substance).

• Coordinate and manage the onboarding process for new hires to ensure a positive and compliant start.
• Ensure compliance with I-9 requirements and maintain accurate employment records in HRIS and hard copy personnel file to ensure audit readiness.

Employee Relations:
• Serve as a trusted advisor to employees and managers on employee relations matters, policies, and workplace concerns.
• Provide guidance and support in resolving employee issues, grievances, performance concerns, and disciplinary actions.
• Conduct investigations as needed and recommend appropriate corrective actions.
• Ensure consistent application of company policies, procedures, and employment practices.
• Promote a respectful, compliant, and positive workplace culture.
• Support employee engagement and retention initiatives.

Performance Management:
• Oversee employee performance review process and make recommendations as necessary.
• Assist managers with coaching, disciplinary actions, and development plans.
• Prepare team wheels and communication tips packages for all projects and departments. Provide further discussion, if requested.
• Support succession planning and career development initiatives.

HR Policies & Compliance:
• Ensure compliance with federal, state, and local labor laws such as ADEA, ADA, FMLA, HIPAA, USERRA, COBRA, OSHA, etc. and notify other internal departments of changes as necessary.
• Develop and maintain affirmative action program.

o File EEO-1 Annually
o File VETS-100 Annually

o Maintain records, reports and logs to conform to EEO regulations.

• Develop, update, and communicate HR policies and procedures.
• Maintain accurate employee records and HR documentation in HRIS and hard copy personnel files to ensure audit readiness.
• Update and maintain Team Member Handbooks on policies and procedures.
• Support workplace health and safety initiatives.
• Respond to Unemployment Insurance Claims (as required)

Employee Benefits:
• Evaluate, Negotiate, Administer employee benefit programs such as medical, dental and vision; life insurance plans; temporary disability plans; and elective benefits including handling enrollments, plan changes, family status changes, terminations, billings, etc.
• Maintain positive relationships with key vendors including health insurance providers, dental insurance providers, life and disability providers, as well as elective benefit providers such as AFLAC, Legal Shield, etc.
• Proactively communicate – verbally, by memo, e-mail, etc. – with employees keeping them up to date with changes in benefit programs.
• Evaluate benefit options, plan modifications, etc. to ensure we deliver the best benefits possible to our employees, acting within budgetary parameters established by the company.
• Prepare for and run annual open enrollment. This includes composing the notification to employees, distributing enrollment information and plan documents, setting up new Open Enrollment Window in HRIS, and then subsequently ensuring that all employees participate in the process, and all benefit election changes are entered into our systems and disseminated to our providers on a timely basis.
• Review monthly billings from benefit vendors for accuracy and approval.
• Notify employees of benefit eligibility.

o Initial Notification of Marketplace Coverage
o Medical, Dental, Disability, Life Insurance, etc.

o 401(k)

• Research, compile and analyze data for special projects and/or reports

o Medicare Notices
o CMS Disclosure
o Annual Benefits NoticesoSmall / Large Group Classifications

o Annual Section 125 Non-Discrimination Testing
o Annual Employee Census
o ACA (1094 / 1095) Filing
o FMLA
o Disability

• Maintain employee benefits personnel files in accurate and up to date fashion to ensure audit readiness.
• Process Employee Terminations as needed.

o Process Termination Paperwork / Terminate HRIS
o Notify Benefit Carriers

o Prepare COBRA Paperwork

• Conduct salary benchmarking and compensation analysis as requested by department heads.
• Corporate Chaplain Liaison
• Act as primary point of contact for our employees and their family members in addressing benefit-related questions or in dealing with issues as they arise.
• Advise and administer employee plan changes, family status changes, and terminations.
• Notify Payroll Department of all benefit changes to ensure proper deductions are in place for all employees.
• Wellness Coordinator

o Lead company’s wellness program in development and implementation of employee-centered events that promote health and life balance.
o Generate and distribute monthly wellness newsletter.
o Schedule and advertise annual biometric screening / health fair.
o Schedule and advertise annual flu shot clinic.
o Generate and distribute timely and informative health-related correspondence to employees.
o Comply with all state and federal regulations pertaining to wellness programs.

o Maintain employee wellness personnel files in accurate and up to date fashion to ensure audit readiness.

COBRA Administration (possibly outsourced to 3rd party)
• Notify employees of benefit eligibility upon termination.
• Initial Notification of COBRA Coverage

o Prepare, Explain and Distribute COBRA Eligibility Paperwork to Termed Employees

o Monitor COBRA Eligible Ex-Employees

o Termed Employee Notifications
o Carrier Notifications
o 60-Day Follow-Up
o 45-Day Follow-Up
o Timely Receipt of Premiums
o Final Carrier Notifications

o Maintain COBRA Notification Logs
o Maintain COBRA Premium Logs

o Maintain and ensure COBRA Record Document Files are accurate and up to date.

Employee Engagement / Training & Development:

• Develop and implement initiatives designed to enhance employee engagement, retention, and organizational culture.
• Gather employee and leadership feedback to identify improvement opportunities and implement action plans.
• Coordinate employee development programs, including new-hire orientation, leadership training, and professional development initiatives.
• Coordinate mentor program.
• Assist in developing, reviewing and updating job descriptions and career paths for roles across the organization.
• Monitor mandatory training requirements and schedule accordingly.
• Administer Company’s Training Program.

o Assist in Development of Curriculum
o Vendor / Site Selection
o Handle Enrollments
o Course Evaluations
o Billing / Invoice Reconciliations

o Data Entry into HRIS

o Class Enrollments

o Attendance

o Grade / Course Completion

o Course Evaluations

• Maintain employee training personnel files in accurate and up to date fashion to ensure audit readiness.

• Provide employee training record to Employee / Manager upon request (typically at Performance Review).
• Provide current CPR and OSHA 30 training records to General Superintendent and Safety Director.
• Administer company annual tenure-based award system/recognition, employee birthdays and company anniversaries.

Additional Responsibilities:
• Maintain company organization chart.
• Maintain accurate HR documentation and personnel records.
• Support audits, reporting, and special HR projects as assigned.
• Partner with leadership on strategic planning initiatives covering organizational and employee development, succession planning, and retention strategies.
• Other duties & responsibilities as determined.
• Continuing education as required to stay up to date on HR requirements, best practices, and legal/compliance requirements.

Required:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• 12-15 years of increasing human resources leadership experience.
• Minimum of 5 years in an executive or senior leadership HR role.
• Strong knowledge of employment law, labor relations, compliance, compensation, and organizational development.
• Ability to travel periodically to regional office(s) initiatives and project sites throughout Texas on events and special days.
• Experience implementing/managing HRIS platforms & data-driven initiatives.

Preferred:

• Professional certification such as SHRM-SCP, SPHR, SHRM-CP, or PHR is strongly preferred. Candidates actively pursuing advanced certification will also be considered.
• Candidates who actively participate in professional human resources organizations.

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