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    Job Description

    Human Resource Manager

    Construction industry company in North East Houston has a direct hire opening for an HR Manager with construction industry experience and  previous work experience in Payroll, employee relations, benefits, operations and recruiting coordination.

    Position is open due to the relocation of the current HR Manager that will stay remotely engaged as a consultant when needed.                               

    Reports To:                Chief Financial Officer

    Primary Function:

    Administer all human resource policies and procedures, recruiting, works in conjunction with Operations and Accounting on payroll related issues and benefits functions including implementing objectives, policies and procedures for Company.

    Typical Duties and Responsibilities:

    Payroll – Staff and Field

    1.         Coordinate with Accounting and Payroll, the process of all field and staff payroll processing which include, but not limited to, new hires, terminations, special pay, commissions, position changes, and other related payroll situations.

    2.         Prepare and distribute monthly headcount report.

    3.         Monitor all government compliance and agency changes to insure both staff and field payrolls, processing and postings are compliant with changes as they occur. Insure that all related Certified Payroll/OCIP/ROCIP information is coordinated with Accounting.

    4.         Provide telephone support and assistance to employees as required.

    5.         Prepare for management, as requested, various presentation and/or statistical reports as required.

    6.         Monitor industry practices related to payroll laws (federal, state and local) and payroll regulations for impact on Company and insure compliance as needed.

    7.         Research/develop/update and/or propose any payroll related programs and policies in accordance with Company goals.

    Human Resources

    1.         Assist in reviewing employment offers to insure compliance with Company policies, wage and salary guidelines and national salary surveys as requested.

    2.         Provide, as requested, salary survey data to Management to assist in the recruiting/hiring process.

    3.         Develop and coordinate the on-boarding process and make changes as needed.

    4.         Coordinate and prepare all offer letters, agreements pre-employment background check, testing, etc.

    5.         Process all new hire, re-hire, position change, etc. paperwork, insuring completion and accuracy of paperwork.

    6.         Provide support and technical assistance to Management and employees as required related to policies, benefits, payroll, and human resource procedures.

    7.         Provide support to management in the preparation of job descriptions and salary and wage data related to position. Coordinate and direct Annual Performance Review process.

    8.         Prepare Company policies as needed, review of Employee Handbook and make recommendations for changes and/or updates as required and distribute.

    9.         Provide on-going personal assistance to employees, managers and management on human resource related issues such as employee counseling, conducting harassment investigations, defusing grievances, developing disciplinary procedures, terminations, reduction in force processes, exit interviews, etc.

    10.       Provide assistance and support to Company management to insure compliance with all policies and procedures. Provide interpretation and clarification on both.

    11.       Monitor and change, if applicable, any industry practices related to human resources laws (federal, state and local) and employment regulations such as ADEA, ADAA, Civil Rights Act, FLSA, FMLA, etc. for impact on Company and insure compliance. Review required Posters, notices on Labor Laws and Benefit program requirements.

    12.       Research/develop/update and/or propose any human resource related programs and policies in accordance with Company goals.


    1.         Monitor industry trends and practices as required. Participate/Assist Chief Financial Officer the annual benefits program review process with vendor. Prepare report to management on changes and cost evaluation.

    2.         Input, maintain and audit all employee/employer benefit changes.

    3.         Participate in the annual Workers Compensation review process with vendor with Chief Financial Officer and Accounting Manager. Insure compliance with current contract requirements with vendor to maintain cost containment to Company.

    4.         Audit/prepare and process all monthly billings related to medical, dental, life, supplemental policies.

    5.         Audit/prepare/coordinate with Accounting Manager the weekly 401(k) contributions and annual reconciliation of account and related required reports.


    1. Works with Operations Support department to develop applicant tracking database to be used for the recruiting of previous employees or candidates previously employed or interviewed.
    2. Builds applicant sources by researching and contacting community services, colleges, agencies, recruiters, media and internet sites; providing organization information, opportunities, and benefits; making presentations, maintain rapport.
    3. Determines applicant’s requirements by studying job description and job qualifications.
    4. Attracts applicants by placing job advertisements on job boards, social media, corporate career web sites and other possible channels; contacting recruiters, using newsgroups and job sites.
    5. Determines applicant qualifications by interviewing applicants; analyzing responses, verifying references; comparing qualifications to job requirements.
    6. Arranges management interviews by coordinating schedules for non-field positions.
    7. Coordinates the hiring process with Human Resources once the applicant has been selected for position.
    8. Implement and maintain applicant tracking and applicant pool (i.e. employment applications).
    9. Perform additional assignments per manager’s direction.

    Skills, Knowledge, Qualifications & Experience

    Educational and experience requirements include: 4-year degree in human resource, business (or social sciences) plus 8 to 10 years human resources, benefit administration and payroll or equivalent combinations training and related experience. Construction industry experience required. Extensive knowledge/understanding of Company objectives, policies and standards plus thorough understanding of industry practices/trends and their impact on Company essential. Exceptional communication, interpersonal and organizational skills vital.


    This is a one (1) person department accountable for payroll, human resources, recruiting and benefits. Policies and programs are of critical importance to overall company objectives and operations.

    FLSA: Exempt


    SHRM - Career Center