HR Manager

Apply Job Type Full-time Description - The HR Manager builds and runs Fulcrum’s people function for a distributed workforce delivering data center quality assurance, quality control, and commissioning services. - This is a hands-on manager role with direct responsibility for recruiting, employee support, HR systems, and consistent employment practices as the company grows. Division: Administration | Department: Human Resources | Status: Full time Proposed reporting: President or CEO initially; transition to the designated Administration leader or CHRO when that role is established. Location and travel expectations will be set in the posting. Occasional project visits are expected. Requirements - Recruiting and workforce planning - Own full-cycle recruiting for inspectors, commissioning staff, project leadership, technical specialists, and corporate support roles. - Source candidates, screen qualifications and travel availability, coordinate interviews, verify references, and prepare approved offers. - Maintain a rolling 90-day hiring plan by role, region, skill, start date, and budget. - Reconcile demand with Operations and Finance before opening requisitions or making offers; distinguish replacement hires, growth hires, and candidate pipelines. - Build referral, industry, trade school, veteran, and SkillBridge recruiting channels. - Track candidate readiness, source effectiveness, recruiting cost, and expected deployment dates. - Use consistent interview scorecards and current position descriptions. - Arrange technical assessments with Operations and the Training Director; obtain documented hiring and compensation approval. - Onboarding and employee administration - Own onboarding through the first 90 days: employment documentation, required employment verification, background screening where applicable, policy acknowledgments, benefits enrollment, Paylocity setup, and scheduled check-ins. - Coordinate site access, equipment, travel information, training assignments, and credentials with Operations, IT, Safety, and Training. - Confirm administrative readiness before deployment; obtain technical and site approvals from the responsible leaders. - Maintain an accurate employee roster covering legal employer, employee ID, title, supervisor, department, region, work location, compensation, employment status, and emergency contacts. - Reconcile employee changes with Finance and Sage records. - Employee relations and manager support - Serve as the first contact for employee concerns, workplace conflicts, policy questions, and complaints. - Conduct impartial, documented investigations and escalate serious matters to leadership and counsel promptly. - Coach supervisors on communication, attendance, feedback, documentation, and consistent corrective action. - Coordinate performance improvement plans and separation reviews with the responsible manager. - Run 30-, 60-, and 90-day check-ins, stay interviews, and exit interviews. - Identify turnover drivers, project transition risks, travel fatigue, and recurring employee concerns; recommend corrective actions. - Benefits leave and payroll coordination - Administer enrollment, qualifying changes, renewals, and employee benefit questions with brokers and plan administrators. - Track leave status, coverage eligibility, continuation coverage coordination, and return-to-work requirements. - Maintain PTO and leave records and monitor consistency between policies and Paylocity configuration. - Coordinate protected leave and accommodation processes with counsel or qualified providers as needed. - Own approved personnel and pay-change inputs and effective dates. - Work with Finance on timecard exceptions, overtime coding, payroll corrections, and final-pay coordination. - Finance retains payroll processing, tax treatment, and payment control. - HR systems policies and employment compliance - Own Paylocity personnel workflows, employee self-service, reporting relationships, and role-based permissions with IT. - Maintain controlled access to confidential personnel and medical records and a reliable audit trail. - Maintain the handbook, employment templates, job descriptions, and policy acknowledgments under document change control. - Coordinate reviews of multi-state employment requirements, worker classifications, wage practices, leave, screening, and record retention with counsel. - Coordinate HR aspects of workers’ compensation and incident follow-up with Safety and the insurer. - Maintain required employment records and track provider deadlines and escalated compliance actions. - Performance development and department planning - Administer review and promotion cycles, maintain role expectations and career paths, and recommend pay bands and benefits improvements with Finance. - Managers assess performance; leadership approves pay and promotion decisions. - Track assigned training, credentials, expiration dates, and missing records with the Training Director. - Support SkillBridge participant administration and recruiting; the Training Director owns curricula and technical qualification, and the designated program leader owns program approvals. - Prepare the annual HR department plan and justified budget for recruiting, systems, benefits administration, and support needs. - Publish a weekly hiring update and monthly people report with decisions and accountable owners. - Required qualifications - At least five years of progressive HR experience, including hands-on recruiting, employee relations, benefits and leave administration, and HR systems ownership. - Experience supporting a distributed, multi-state workforce and advising supervisors is required. - Demonstrated ability to recruit technical or field personnel, manage several vacancies concurrently, and build practical HR processes in a growing company. - Strong judgment, discretion, writing, documentation, and analytical skills. - Ability to interpret policies, coordinate specialist advice, and follow through on sensitive employee matters. - Bachelor’s degree in human resources, business, or a related field, or equivalent relevant experience. - Proficiency with HRIS platforms and employee reporting; Paylocity experience strongly preferred. - Preferred - Construction, engineering, commissioning, industrial services, or data center experience; SHRM-CP or PHR certification; veteran recruiting or SkillBridge experience; and experience coordinating HR data with payroll and ERP teams.