Full Job Description
Ruston Paving Co., Inc., is a commercial paving and site work contractor with approximately 200 employees and 7 locations operating in the states of North Carolina, Virginia, and New York. In business for over 75 years, this innovative and growth-oriented organization provides a culture of teamwork and forward-thinking managers where outstanding performance is encouraged, recognized, and rewarded.
The Human Resources Manager will be responsible for advocating and leading the organization’s vision for all Ruston Paving employee’s occupational success. The position can be executed from our division office in Durham, NC, or Gainesville, VA. This individual will interact with the executive team to recruit, develop, deploy, maintain, and update corporate policy with an emphasis on employee relations, compensation, benefits, performance management, training, and succession planning.
The successful candidate must possess strong administrative, organizational, interpersonal, and technical skills. This position requires the ability to influence others, build and maintain positive relationships, maintain confidentiality, and communicate with individuals at all levels of the organization both verbally and in writing. In addition, they will take responsibility for solving problems, making improvements, and delivering definitive recommendations with a customer-focused mindset in an environment that fosters understanding, collaborative teamwork and knowledge sharing.
A Bachelor’s Degree from an accredited institution in Human Resources, Business Administration, Management, or a related field is required.
Those who have obtained or are seeking SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) and/or PHR/SPHR credentials are encouraged to apply.
Experience as an HR generalist for a period of 3 – 5 years is required. Familiarity with the construction industry or a similar environment is preferred but not required. A qualified candidate will have knowledge of employment law and mandated compliance.
In addition to the development of new corporate policies, the successful candidate will be accountable for the continuous oversight, review, maintenance, implementation, and enforcement of the following human resource functions including but not limited to:
Administering various human resource plans and procedures for all company personnel; assists in the development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual.
Compliance: Ensures alignment with federal and state regulations for employment, responsible for maintaining employee records, department records, reports, postings, handling unemployment claims, reporting workers compensation claims, EEO, OSHA, ADA, and FMLA administration.
Responds to employee relation issues such as EEOC charges, employee complaints, harassment allegations, etc. Conducts appropriate and thorough investigations to resolution.
Oversees all employee file items. Files EEO-1 report annually; I-9, maintains required files, records/file management, reports and logs to ensure regulatory compliance.
Develops/maintains job descriptions, company organizational charts, and employee directory.
Manages the development/updating of job requisitions within the applicant tracking program and continually monitors the success of online job boards while overseeing continuous hiring manager interviewing activity.
Manages recruitment efforts and hiring for all exempt and nonexempt personnel, temporary employees, etc. Writes and places advertisements, screens resumes/applications, leads interviews, prepares job offers, and oversees required pre-employment processes. Maintains applicant flow log and files. Partners with temporary agency on hiring strategies from time to time.
Oversees new hire/employee orientations and all aspects of onboarding.
Resolve company and employee-related issues in a pro-active, positive manner for employees and leaders. Responsibility includes counseling, coaching, documentation and discipline, performance improvement, terminations, exit interviews, etc.
Manage HRIS/HRMS system to maintain human resource information system and compile reports from the database.
Evaluates reports and analyzes data that are key metrics for HR - i.e. turnover, incident rates, employee surveys, etc. Recommends new approaches, policies, and procedures to promote continual improvements in hiring efficiency and quality.
Administers and updates compensation changes, conducts annual salary surveys, manages merit pool, and pay scale matrix; understands compensation philosophy.
Administers and monitors the performance evaluation program.
Develops partnership with insurance broker to perform benefits administration including enrollments, beneficiary forms, COBRA administration, claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost-effectiveness, employee communications/meetings, program activities (EAP), and all aspects of ACA/Health Care Reform Act reporting requirements.
Employee relationship advocate for the promotion of supplemental benefit programs including but not limited to health, dental and vision insurance, health savings accounts (HSA), health and wellness programs, 401k, employee assistance program (EAP), etc.
Partners with 401k Broker to oversee and administer 401k plan.
Manage the LMS (Learning Management System) and promote training for all levels of the workforce.
Maintain professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal and professional networks, etc.
Employee advocate accountable for organizational change, culture, employee engagement, diversity, etc.
Maintains and coordinates employee events and recognition programs.
Performs all other related or incidental duties as required.
Prolonged periods of sitting at a desk and working on a computer.
Must be able to lift 15 pounds at times.
Must be able to access and navigate each department at the organization’s facilities.
Travel for outside training and outreach to our divisional offices is required on a periodic basis.
Salary is commensurate with experience. Additional team bonus incentive based on the success of the organization. Company provided 401(k) retirement plan, vacation, and health benefits.
Equal Opportunity Employer
EOE, M/F/H/V. All inquiries confidential.