HR Manager - Construction

Cogentanalytics; Forest Hills (MD); On-site; USD 80,000 - 100,000; Full time

Job summary

Cogentanalytics in Forest Hills, Maryland, is looking for a Human Resources Manager to oversee staffing, compliance, and workforce effectiveness. The HR Manager will ensure the organization adheres to legal requirements and manages employee relations effectively.

The ideal candidate will possess at least 5 years of HR experience, preferably in the construction or manufacturing sectors. A bachelor’s degree in HR or a related field is required, along with professional certifications.

This role also involves providing detailed reporting and metrics to support business decisions.

Qualifications

• Minimum 5 years of progressive Human Resources experience.
• Experience in construction, manufacturing, or skilled-trades workforce is strongly preferred.

Responsibilities

• Ensure workforce is legally compliant and well-staffed.
• Maintain accurate employment documentation and personnel files.
• Support performance management and documentation.
• Analyze turnover and support retention initiatives.
• Manage safety and employment risk administration.
• Provide leadership with actionable workforce metrics.

Skills

Attention to detail

Standard enforcement

Written communication

Verbal communication

Judgment and escalation

Education

Bachelor’s degree in HR or related field

Professional Human Resources Certifications (PHR, SPHR, SHRM-CP, SHRM-SCP)

Job description

Position Summary

The Human Resources Manager is accountable for the design, enforcement, and ongoing effectiveness of the company’s people function. This role ensures the workforce is properly staffed, legally compliant, consistently managed, and aligned with the business's operational and financial needs. This role is accountable for ensuring that job expectations, people policies, benefits, and culture remain aligned with the company’s mission, operational reality, and long-term goals.

1. Workforce Planning & Staffing Accountability

The Human Resources Manager is accountable for ensuring the organization maintains a stable, qualified workforce aligned with current and anticipated operational needs.

• Maintaining a continuous recruiting pipeline for carpenters, installers, drivers, warehouse staff, estimators, project managers, and other key office roles
• Anticipating staffing risks related to turnover, growth, seasonality, and skill gaps
• Ensuring all roles have current, clearly defined job descriptions tied to performance expectations
• Supporting leadership decisions with accurate staffing and labor data

2. Employment Compliance & Documentation Accountability

The Human Resources Manager is accountable for ensuring all employment relationships are legally compliant, properly documented, and defensible.

• Employment eligibility and classification accuracy
• Complete and current employee personnel files
• Consistency between employment records, payroll data, and benefit enrollment
• Timely response to documentation requests related to audits, claims, or disputes

3. Performance Management & Accountability Support

The Human Resources Manager is accountable for ensuring performance management is consistent, documented, and enforceable across the organization.

• Enforcing performance review cadence for all applicable roles
• Supporting supervisors with documentation standards and expectations
• Identifying patterns of underperformance, repeat discipline, or unmanaged issues
• Ensuring performance conversations are recorded and actionable

4. Retention & Workforce Stability

The Human Resources Manager is accountable for stabilizing the workforce and reducing preventable turnover, particularly in critical roles across carpentry, installation, and project management.

• Tracking and analyzing turnover by role, tenure, and department
• Identifying systemic drivers of voluntary turnover
• Providing leadership with actionable retention insights
• Supporting initiatives that improve workforce continuity and engagement

5. Safety & Employment Risk Administration

The Human Resources Manager is accountable for the people-side administration of safety and risk, ensuring the company is prepared to respond to incidents, claims, or audits.

• Employment-related safety documentation and training records
• Workers’ compensation reporting and coordination
• Incident documentation completeness and timeliness
• Supporting leadership with risk visibility and trend analysis

6. Human Resources Reporting & Leadership Visibility

The Human Resources Manager is accountable for providing leadership with accurate, timely, and actionable people-related information.

• Workforce metrics supporting planning and decision-making
• Clear visibility into staffing risk, compliance gaps, and performance trends
• Reducing reactive Human Resources escalations through proactive reporting

Experience

• Minimum 5 years of progressive Human Resources experience
• Construction, manufacturing, or skilled-trades workforce experience strongly preferred

Credentials

• Bachelor’s degree in human resources, Business Administration, Management, or related field or equivalent experience in Human Resources leadership
• Professional Human Resources Certifications:
  • PHR – Professional in Human Resources (HRCI)
  • SPHR – Senior Professional in Human Resources (HRCI)
  • SHRM-CP – SHRM Certified Professional
  • SHRM-SCP – SHRM Senior Certified Professional

Knowledge

• Maryland and federal employment law fundamentals
• Wage & hour compliance and classification standards
• Human Resources practices in hourly, multi-role environments

Skills

• Strong attention to detail and follow‑through
• Ability to enforce standards consistently
• Clear written and verbal communication
• Independent judgment with appropriate escalation