HR Manager - Infrastructure Services
Keller Executive Search
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Benefits offered by this job
Job summary
Qualifications
- Minimum of 5 years of progressive human resources experience.
- At least 2 years in a leadership or manager-level role.
- Broad expertise across talent acquisition, compensation, and compliance.
Responsibilities
- Develop and execute HR strategies aligned with business objectives.
- Lead change management efforts including communication planning.
- Oversee performance management processes and employee development.
Skills
Education
Tools
Job description
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This range is provided by Keller Executive Search. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.
$105,000.00/yr - $110,000.00/yr
Our client, a privately held, multi-entity construction in South Florida, is seeking an experienced HR Manager to lead all human resources functions across their growing operations. This role is ideal for a hands‑on HR generalist who thrives in construction or field‑based industries, enjoys balancing strategic leadership with operational execution, and is comfortable working closely with ownership in a direct, informal company culture.
- Develop and execute HR strategies aligned with business objectives and workforce needs across all business units
- Partner with the Executive Team on organizational design, talent planning, performance management, and culture initiatives
- Lead change management efforts including communication planning, training, and adoption support
- Provide strategic coaching and guidance on people-related decisions
- Own and drive the full-cycle recruitment strategy, ensuring quality hiring practices and robust talent pipelines
- Proactively source candidates through networking, job boards, agency relationships, and direct outreach
- Manage the interview process from targeted sourcing and screening through selection and offer extension
- Develop compensation recommendations and extend offers as appropriate
- Track and analyze recruiting metrics (time to hire, cost per search, acceptance rates) and provide regular reporting to leadership
- Oversee administrative support for background checks and onboarding logistics
- Lead and continuously improve onboarding experience, ensuring new hires feel welcomed and informed
- Oversee performance management processes and coach leaders on effective feedback and employee development
- Build and implement learning and development initiatives to support employee growth
- Serve as the primary point of contact for employee relations matters; investigate, mediate, and recommend solutions
- Conduct regular jobsite visits (approximately weekly or bi‑weekly) to build rapport with field employees and gather cultural insights
- Partner with managers to address concerns, ensure policy consistency, and reinforce company culture
- Develop and implement employee engagement programs and culture initiatives
- Evaluate market trends and provide recommendations on compensation structures and adjustments
- Oversee benefits strategy and serve as primary contact for broker relationships; assist with plan design
- Lead open enrollment communication and strategy
- Provide oversight of payroll operations, ensuring accuracy, compliance, and timely processing
- Review payroll exception reports, approve off‑cycle adjustments and escalations
- Partner with Finance on payroll policies, audits, and process improvements
- Supervise timekeeping processes including timesheet collection, data entry, and employee payroll inquiries
- Coordinate with administrative support to ensure vacation tracking and leave administration are accurate and up‑to‑date
- Oversee HRIS accuracy, approve system changes, and manage enhancements
- Ensure compliance with federal, state, and local employment laws; update policies accordingly
- Lead annual policy reviews and create new policies aligned with organizational growth
- Manage leave of absence administration (FMLA, ADA, WC) with appropriate documentation and support
- Maintain and improve the employee handbook to reflect current practices and policies
- Establish clear roles, workflows, and accountability within the HR function
- Lead cross‑functional HR projects such as system implementations and engagement initiatives
- Provide HR insights for strategic planning, workforce forecasting, and organizational design
- Minimum of 5 years of progressive human resources experience, including at least 2 years in a leadership or manager-level role
- Broad expertise across talent acquisition, employee development, compensation, and employment compliance
- Experience supporting salaried, exempt-heavy populations in professional services or operational environments
- Proficiency with modern enterprise HRIS and payroll platforms (e.g., Workday, UKG Pro, ADP Workforce Now, Paycom)
- Strong interpersonal, coaching, and communication skills, with the ability to influence at multiple organizational levels
- Demonstrated ability to handle sensitive and confidential matters with discretion and sound judgment
- Effective presentation and facilitation skills
- Ability to perform the essential functions of the role with or without reasonable accommodation
- Experience supporting distributed, hybrid, or multi-location teams in flexible work environments
- Experience working across integrated HRIS and payroll systems in corporate or shared-services environments
- Background in operational services supporting regulated assets, technology-enabled services, or professional services organizations
- Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
- Experience with multi-state employment compliance
- Willingness to travel periodically as required
- Salary: $115,000 - $125,000 annually, commensurate with experience
- Comprehensive health insurance coverage (medical, dental, vision)
- 401(k) retirement plan with company match
- 15 days of paid time off (PTO) annually
Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status.
Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected.
Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.
Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.
Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable.
Privacy and Pay Equity: Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws. For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at www.kellerexecutivesearch.com. Compensation information is available in the job post or will be provided during the interview process if not initially available for Colorado, Nevada, New York City, California, and Washington Residents. We do not request or require salary history from applicants for Rhode Island, New Jersey, Connecticut. Veteran status is treated fairly as per law. Genetic information is not requested unless legally permitted.
State-Specific Information: We do not request or require salary history from applicants in Rhode Island; Connecticut: we provide wage range information upon request or before discussing compensation; New Jersey: we do not inquire about salary history unless voluntarily disclosed.
Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.
Seniority level: Mid-Senior level
Employment type: Full-time
Job function: Human Resources
Industries: Construction
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