Position Summary
The HR Coordinator is a non-exempt professional responsible for assisting in the owning and managing Boudreau Pipeline Corporation’s Talent Acquisition function and workforce planning activities.
This role exercises judgment and discretion in the assistance of developing recruiting strategies, advising leaders on workforce needs, and ensuring hiring decisions align with business objectives, budget, and compliance requirements.
This position is accountable for the end-to-end recruitment lifecycle and the onboarding process for new hires from pre-hire through Day One, ensuring a seamless, compliant, and positive candidate-to-employee transition. The HR Specialist partners closely with leaders, payroll, safety, and HR team members to ensure all new hire documentation, system entries, and pre-employment requirements are completed accurately and timely.
The HR Coordinator serves as a support for talent planning across corporate, field, and operational roles. In periods of lower hiring volume, the role flexes to support broader HR initiatives, operational improvements, and employee lifecycle programs.
Essential Job Functions
Talent Acquisition & Workforce Planning
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Assisting in the end-to-end Talent Acquisition function, including workforce planning, recruiting strategy, and hiring execution across the organization
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Serve as a point of contact for hiring managers from requisition intake through candidate selection
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Partner with senior leaders and department managers to assess short- and long-term workforce needs aligned to operational plans and approved headcount
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Assist in providing strategic guidance on hiring priorities, role design, sequencing of hires, and talent market conditions
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Manage full-cycle recruitment, from requisition approval through offer acceptance
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Evaluate candidates using professional judgment; conduct interviews and guide hiring teams on selection decisions
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Advise leadership on compensation considerations, internal equity, and market competitiveness for offers
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Prepare and extend employment offers and oversee pre-employment processes, including background checks, drug testing, and compliance documentation
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Own and coordinate the onboarding process for new hires from pre-hire through Day One, ensuring all documentation, system setup, and new hire readiness requirements are completed accurately and on time
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Partner with department leaders to ensure seamless Day One onboarding execution
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Track, analyze, and report recruiting metrics (e.g., time-to-fill, pipeline health, sourcing effectiveness) to inform decision-making
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Ensure compliance with applicable federal, state, and local employment laws
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Continuously improving recruiting and onboarding processes, tools, systems, and vendor relationships
HR General Support & HR Projects
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Support broader HR initiatives such as onboarding optimization, performance cycles, engagement programs, and compliance activities
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Provide guidance to employees and managers on HR policies and procedures
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Assist with HRIS and ATS data integrity, audits, reporting, and system optimization
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Support employee relations matter by gathering information, documenting issues, and escalating appropriately
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Contribute to HR process improvement and standardization initiatives
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Flex to support additional HR projects, programs, and operational priorities as business needs evolve
Qualifications
Education:
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Bachelor’s degree in human resources, Business Administration, or related field preferred
Experience:
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3–5 years of progressive HR experience with demonstrated ownership of full-cycle recruiting
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Strong preference for experience in the construction industry, including recruiting for field, skilled trades, and project-based roles
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Demonstrated competency using Applicant Tracking Systems (ATS) and HRIS platforms, including data management, reporting, and workflow administration
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Working knowledge of employment laws and HR best practices, particularly in California
Licenses/Certifications (if applicable):
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California Driver License.
Skills:
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Ability to exercise independent judgment and discretion on hiring decisions and workforce planning
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Strong organizational skills with the ability to manage multiple requisitions and competing priorities
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Excellent communication, judgment, and relationship-building skills
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Ability to maintain confidentiality and exercise sound discretion
Physical Demands and Work Environment
Physical Requirements:
This position is primarily sedentary to light work in nature. The employee is regularly required to sit for prolonged periods, use hands and fingers to operate a computer keyboard, telephone, and office equipment, and occasionally stand, walk, bend, or reach. The employee may occasionally lift or move office materials such as files, binders, laptops, or boxes of supplies weighing up to 20 pounds.
Work Environment:
Work is typically performed in a professional office environment, with occasional visits to field or construction sites as required. The noise level in the office is usually moderate. The employee may occasionally be exposed to outdoor weather conditions, dust, and construction noise when visiting job sites. All work must be performed in compliance with Cal/OSHA safety and ergonomic standards, and employees are expected to use proper personal protective equipment (PPE) when entering field areas.
Reasonable Accommodations:
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position in accordance with the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA).
Culture Alignment
All employees are expected to uphold Boudreau Pipeline’s values of Communication, Mutual Respect, and Accountability. These principles guide how we lead, collaborate, and perform our work every day.
Equal Employment Opportunity and At-Will Statement
Boudreau Pipeline Corporation is an Equal Opportunity Employer and prohibits discrimination or harassment based on race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, veteran status, or any other protected characteristic under applicable law.
This job description does not constitute a contract of employment. Employment is at-will and may be terminated by either party at any time.
