**About Electrical Builders Industries, LLC (EBI)** Electrical Builders Industries, LLC provides specialty electrical and welding services to power generation facilities across the country. Our 51 plus years in medium to high voltage electrical construction and other industrial projects as well as our rapid response capabilities enable us to mobilize on demand 24/7 to respond to emergencies experienced by power generation plants of all types within and outside of the United States. EBI’s expertise is in Isolated Phase Bus (IPB) installations, retrofit/modifications, inspection (online/offline), cleaning, and repair. Other specialized services our welders provide include: + Non-seg and cable bus installation and maintenance + Online/on apparatus silver plating + Specialty welding + 24/7 emergency services for power utilities. The energy industry is booming! Grow with us in the Full-Time HR and Payroll Manager position! The demand for our services keeps growing! **Primary Objective of Position:** This position is responsible for all operations of the human resources department. This includes but is not limited to recruitment, payroll, employee relations, compensation, performance management, benefits, training and the administration of HR policies, procedures and programs for both union and non-union employees. This role is responsible for helping implement strategic initiatives for the organization with a strong awareness for organizational culture and to support retention. Responsible for confidential information and compliance with multiple U.S. state and local regulations as well as Federal compliance as it relates to human resources functions. Supports the ISO 9001 quality management system as a member of the internal audit team. _This position is responsible for handling personnel and financial information and must ensure its confidentiality._ **What we are looking for:** + 4-7 years of progressive experience as an HR Generalist or similar role + Experience with multi-state HR and payroll employment, state, and federal laws + 3-5 years processing payroll, union and non-union is preferred + 2 years of supervisory experience required + Experience in Heavy Construction, Manufacturing, Skilled trades is preferred. + Ability to create strategic plans for all areas of HR for improvement and efficiency including but not limited to benefits, recruitment/onboarding, performance management, compensation structure, organizational structure, HRIS management, etc. **Competitive Benefits** + Medical + Dental + Vision + Life Insurance + HSA, FSA, DCA, etc. + Employee Assistance Program (EAP) + 401k - 5% profit sharing + Annual Performance Incentive Bonus + Generous graduated PTO policy **Payroll Manager functions:** + Partners with logistics and HR functions to ensure all union and non-union personnel payroll related documentation is obtained and maintained. + Ensures the timely processing of all employee data and time as entered by employees and approved by management per EBI standard process via the electronic time submission application. + Ensures overall accuracy of payroll related data processed including abiding by applicable union related CBAs and state / federal regulations with any exceptions to applicable guidelines approved by management per EBI process. + Main point of contact for all company personnel on all payroll related questions and discrepancies including partnering with EBI HR department as necessary on non-union and union benefit election related questions. + Leads the recurring and adhoc reporting and distribution of all payroll related data, including but not limited to the following, employee earnings reports, Paid Time Off (PTO), union hours, wages, and benefits. + Maintain all aspects of processing payroll from employee profile set-up, employee changes, tax information, terminations, rate changes, bonus payments, and all other payroll related items. **Human Resources Manager Functions:** **Recruitment** + Collaborates with Executive leadership to prepare personnel forecast to project employment needs. + Evaluates recruiting methods and makes changes as needed to ensure effective recruiting. Ensures a competent workforce is in place to maintain performance, quality and production standards. + Develop and manage a yearly departmental expense budget consistent with the strategic plan. + Coordinates with Marketing to keep all recruitment company assets updated for career fairs, orientation kits, etc. + Manages recruitment, hiring and retention of all employees working directly with applicable functional managers. + Acts as a backup for Orientation and Onboarding as needed. **HRIS Management** + Maintains all human resources information systems and records and complies with all record keeping laws and regulations. + Main point of contact for HRIS or PEO software issues. Trains all employees on all applicable software **Compensation** + Provides competitive market research and prepares salary ranges and pay practices to maintain competitive total compensation packages for employees. Collaborates with executive leadership to establish departmental budgets for compensation. + Provides Annual Compensation Analysis to obtain information to establish salary structures for raises and any necessary salary changes to remain competitive. **Benefit Programs** + Manages the administration of all benefits including but not limited to 401k, Medical, Dental, and vision. + Researches cost effective benefits solutions and ensures we remain competitive. **HR Strategy and Policy Development** + Develops, implements, and enforces HR policies and procedures. Works closely with leadership to align company policies with the company's strategic goals as well as state and federal compliance. + Provides HR-related insights and data to support business decisions for any company policy. + Continuously updates knowledge on multi-state and federal laws that may impact current or future policies for both union and non-union employees. + Leads moderately complex to complex HR projects (e.g. major area within a HR function, multiple workstreams, technical in nature, moderate/large budget, 6-12 month timeframe). Identifies and provides visibility to project progress, obstacles and challenges. Ensures project progress aligns with company’s strategic goals. + Responds to employee policy and procedure questions, resolve complaints and/or counsel managers on effective conflict resolution. **Reporting and Compliance** + Ensures the organization is compliant with all state and federal labor laws, regulations, and HR best practices. Stays updated on changes in employment laws and advise management on necessary changes to policies and procedures. + Responsible for accurate reporting according to existing governmental and labor laws such as the Equal Employment Opportunity, Americans with Disabilities Act and the Family and Medical Leave Act. + Prepare and submit regular HR reports to the CEO and management team, including metrics on hiring, turnover, training, and engagement. + Manages the company’s Unemployment accounts and acts as the designated representative for personnel-related hearings and investigations. **Employee Relations** + Acts as primary contact for employee relations and investigations including but not limited to sexual harassment, discrimination, employee conflict, etc. Adheres to all state and federal laws when conducting investigations or resolving employee conflict. + Counsels and trains managers on how to follow the company’s progressive disciplinary action policy. Trains managers on how to manage disciplinary action with their direct reports. + Recommends improvements on how to handle employee relations and updates policies as applicable. **Training and Development** + Researches information about training programs needed to implement for employees’ success. + Implements training programs as identified through needs assessment and input from management and employees. Advises employees on advancement opportunities. Counsels managers on assessing development needs and evaluating training results. **Performance Management** + Uses KPIs and performance metrics to ensure efficient and effective HR departmental performance. + Manages performance management program and ensures managers are trained to conduct performance reviews. + Responsible for managing any performance management software and training staff on how to utilize the technology. + Manages the budget and benchmarks used for annual performance incentive bonuses. **Emergent Availability** + This position requires intermittent availability during weekends, evenings, and early mornings for emergency projects. This does not restrict the use of their time off from work and will only be required to report to work when emergency jobs are prevalent. **Other** + Apparent or assigned – performs works as apparent or as assigned. + Supports the effort of ISO 9001 and process improvement by recommending methods, equipment, techniques, and other changes to improve company operations. Participates in internal audits, risk assessment, and corrective actions as required. **Qualifications for Entry:** + BS/BA in applicable field and/or related experience is required. A Master’s degree in HR or related field is a plus. + SPHR certification or similar industry qualification preferred. + 4-7 years HR generalist experience. + 3-5 years of experience in Payroll + Two years of supervisory experience preferred. + Experience with Unions is preferred. + Recruiting experience using LinkedIn, Indeed, Glassdoor, ATS and other job boards + Minimum of 5 years of experience utilizing an HRIS system for proper employee documentation and status changes. BambooHR, VensureHR, or other PEO system is preferred. + Minimum of 5 years of experience recruiting and hiring Mid-Senior level staff for a variety of positions + Working knowledge of benefit programs and employment law, including but not limited to FLSA, FMLA, ADA, COBRA, ERISA. + Demonstrative ability for knowledge in the following software/technology: O365, Teams, HRIS, iPhone, Timekeeping systems, etc. + Experience with quality management systems, ISO 9001 preferred + Experience with Internal and External Audits preferred + Experience writing company policy or handbook is required + Experience with reviewing and approving invoices is required + Experience with investigations and employee relations is required + Experience in HR in a Multi-State environment is preferred + Ability to manage multiple tasks and prioritize effectively. + Demonstrative ability to write processes + Demonstrative ability to communicate (verbal/written) effectively + Demonstrative ability to work in a cooperative and team-oriented environment + Demonstrative ability to use phone system, computers, copy machine, and other office equipment + Demonstrative ability to have knowledge of understanding, planning and development of human resources programs + Thorough knowledge of federal, multi-state and local regulations as it relates to human resources, employment practices and payroll. + Ability to exercise diplomacy, judgement, and discretion, particularly related to sensitive or confidential information. *****This position is contingent upon passing a pre-employment drug test, physical, and background check***** Department Office Employment Type Full Time Minimum Experience Manager/Supervisor