HR Manager

SPC Mechanical Corporation; Wendell (NC); On-site; USD 90,000 - 130,000; Full time

Job summary

SPC Mechanical Corporation in Wendell, NC is seeking an HR Manager to lead day-to-day HR operations across field and office teams. Reporting to the CFO, you will supervise HR Generalists and an HR Assistant, and partner with Talent Acquisition & Growth and Talent Development to deliver a consistent employee experience from hire through separation.

The role supports a growth trajectory from roughly 350 to 440 employees, scaling HR processes, systems, and the HR operations team to meet the

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 7+ years of progressive HR generalist experience including 3+ years managing HR staff.
• Experience in construction, trades, manufacturing, or field-based hourly workforce preferred.
• SHRM-CP/SHRM-SCP or PHR/SPHR preferred.

Responsibilities

• Lead employee relations and risk management; coach managers on fair handling of performance issues.
• Oversee workplace investigations from intake to findings and recommendations.
• Ensure compliance with federal/state/local employment laws and postings.
• Manage FMLA, short/long-term disability, workers’ comp, and return-to-work processes.
• Oversee benefits administration and renewal analysis for CFO’s decisions.
• Maintain the employee handbook and HR policies; support evaluations.
• Partner with Talent Acquisition & Growth and Talent Development for HR actions.
• Administer HR systems and ensure data accuracy and access.
• Produce regular HR metrics for leadership.

Skills

Employee Relations

Workplace Investigations

HR Leadership

Compliance

HR Operations

Bilingual English/Spanish

Education

Bachelor’s degree in HR or related field

SHRM/PHR certification preferred

Tools

HRIS

Payroll Systems

Spectrum ERP

Job description

Job Summary:

The HR Manager leads day-to-day HR operations at SPC Mechanical and is the primary escalation point for employee relations, compliance, leave and workplace investigations across field and office teams. Reporting to the CFO, the HR Manager leads the HR Generalists and HR Assistant, and partners with the Director of Talent Acquisition & Growth and the Talent Development Partner to deliver a consistent employee experience from hire through separation.

SPC is growing from roughly 350 to 440 employees over the next year. This role is built for a leader who can scale HR processes, systems, and the HR operations team through that growth.

Responsibilities:

Employee Relations & Risk

• Serve as the primary escalation point for employee relations issues; coach managers and supervisors on fair, consistent, and legally sound handling of performance and conduct issues.
• Lead workplace investigations from intake through documented findings and recommendations; escalate high-risk matters to the CFO and outside counsel as appropriate.
• Review write-ups, terminations, promotions, and demotions.
• Analyze exit interview and turnover data to identify trends and recommend corrective action with Talent Acquisition.

Compliance

• Own day-to-day compliance with federal, state, and local employment laws across all SPC locations, including FLSA, FMLA, ADA, I-9, EEO, and required postings.
• Maintain the compliance calendar and ensure timely filings and reporting (e.g., EEO-1, ACA, state new hire reporting) in coordination with Finance.
• Monitor legislative changes and advise the CFO on impacts and required policy updates.
• Partner with Safety on workers’ compensation, post-accident protocols, drug and alcohol testing, and jobsite requirements.

Leave, Benefits & Workers’ Compensation

• Oversee FMLA, short- and long-term disability, workers’ compensation, return-to-work, and accommodation processes.
• Oversee benefits administration, including 401(k) and ESOP support; prepare utilization data and plan analysis for the CFO’s annual renewal decisions.
• Resolve benefits and leave issues escalated by the HR Generalists.

Policies, Programs & Performance

• Own and maintain the employee handbook and HR policies as SPC grows into new locations.
• Administer the annual performance evaluation cycle and support managers in setting expectations and documenting performance.
• Partner with the Director of Talent Acquisition & Growth, who owns compensation and pay equity, to ensure HR actions follow approved salary bands.
• Partner with the Talent Development Partner to align training and career pathways with performance and retention goals.

HR Operations & Systems

• Own the HR systems (BambooHR, Spectrum HR data, and Lumber) as system administrator; ensure data accuracy, integrity, and appropriate access.
• Maintain a single, documented onboarding and offboarding workflow from accepted offer through the 90-day mark.
• Produce regular HR metrics for leadership: headcount, turnover, ER case volume, leave, and compliance status.

Team Leadership

• Lead, coach, and develop the HR Generalists and HR Assistant; set priorities, assign work, cross-train, and manage performance.
• Define clear role boundaries between HR operations, Talent Acquisition, and Talent Development so work is not duplicated or dropped.
• Recommend additional HR headcount ahead of growth when volume requires it.

Strategic Partnership

• Partner with the CFO on HR strategy, workforce planning, and budget.
• Act as a trusted advisor to operations leaders, project managers, and field supervisors.
• Lead company-wide engagement, recognition, and retention initiatives.

Qualifications:

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent education and experience.
• 7+ years of progressive HR generalist experience, including 3+ years managing HR staff.
• Experience in construction, trades, manufacturing, or another field-based hourly workforce strongly preferred.
• SHRM-CP/SHRM-SCP or PHR/SPHR preferred.

Skills & Knowledge

• Demonstrated experience leading workplace investigations and resolving complex employee relations matters.
• Strong working knowledge of FLSA, FMLA, ADA, EEO, I-9, ACA, and workers’ compensation; multi-state experience preferred.
• Experience building or scaling HR processes in a growing organization.
• Proficiency with HRIS and payroll systems; Spectrum or other construction ERP experience a plus.
• Sound judgment, discretion, and credibility delivering difficult messages to field and office employees.
• Bilingual (English/Spanish) strongly preferred.
• Construction Industry experience strongly preferred.

Work Environment & Physical Demands:

• Office-based with regular visits to job sites and regional offices.
• Occasional after-hours availability for urgent employee relations or jobsite incidents.
• Must be able to navigate active construction sites while following all PPE and safety requirements.