Human Resources Manager

Human Resources Manager
BIG Construction
Chicago, IL
Reports to:
June 14, 2021


The Human Resources Manager is responsible for the overall administration, coordination, and evaluation of the human resources function that require a degree of independent judgement. This position is also responsible for partnering with revenue-generating functions to support business objectives and strategy.

key responsibilities

  • Serves as primary point of contact for employee relations, performance management & recruiting.
  • Develops and administers various corporate human resources plans and procedures for all company personnel. Develops, recommends, and implements personnel policies, procedures & HR forms.
  • Establishes and maintains HR department database, records and reports utilizing the company HR software as required.
  • Responsible for payroll, employee benefits and PTO systems. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.  
  • Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Ensures the organization compliances with federal, state, and local legislation pertaining to all personnel matters.
  • Performs benefits administration to include claims resolutions, change reporting, annual re-evaluation of policies for cost effectiveness and informational activities.
  • Work with department heads and hiring managers to develop understanding of job duties, responsibilities, and business requirements.
  • Review applications and perform preliminary screening of applicants to match experience with specific job-related requirements. Provide guidance to manager in making competitive offers.
  • Manages and facilitate the entire offer and on-boarding cycle for new employees. Including by now limited too new hire set-up, orientations, assessments surveys, training & pre-employment screenings. Includes collaborating with office manager, procurement, IT, marketing, and controller for appropriate first day resources.
  • Recommends, evaluates, and participates in the performance evaluation program and revises, as necessary. Assist with Performance Management cycle, including reviews, goal setting, and communication. Oversee cross-department performance data is completed for reviews & evaluations
  • Recommends, evaluates, and participates in staff development for the organization. Provide guidance on developing career paths and career development opportunities for employees.  
  • Create and issue companywide communication and recognition. Develop and maintain organizational communications such as on the intranet and with newsletters to ensure employees are aware of available training and resources
  • Identifies key performance indicators for the organization’s human resource and talent management functions; assesses the organization’s success and market competitiveness based on these metrics.
  • Researches, develops, implements & oversees competitive compensation, benefits, performance appraisal, referral bonuses and other employee incentive programs. Coordinate salary planning and compensation administration; provide guidance to supervisors and managers regarding BIG’s pay-for-performance philosophy.
  • Monitors the company compliance hotline & reporting. Conduct investigations into matters such as allegations of harassment or discrimination.
  • Develop and establish programs to enhance employee retention and connection with supervisors, including but not limited to employee surveys, employee focus groups, etc. Manages various employee engagement exercises.
  • Maintains professional and technical knowledge by participating in professional development activities. Including, but not limited too educational workshops, reviewing professional publications, establishing personal networks, and participating in professional societies.
  • Collaborates with executive leadership to define the organization’s long-term mission and goals; identifies ways to support this mission through talent management. Assist in strategic planning process for the corporation.
  • Establish and maintain ongoing connections with all business unit staff (office, field, administrative, and financial) within profit center or region, providing feedback to senior management on issues and concerns with a focus on employee satisfaction and retention. Drafts and implements the organization’s staffing budget, and the budget for the human resource department.

qualifications & experience

  • Bachelor’s degree in Human Resources, Business Administration, or related field strongly preferred, Master’s degree is a plus.
  • At least 5 years of human resource management experience required, with strategic, talent management, and employee relations experience highly preferred.
  • HR certification, such as SPHR or SHRM-SCP strongly preferred.

knowledge & skills

  • Strong written and verbal communication skills,as well as the ability to build strong interpersonal relationships.
  • Able to apply innovative and effective techniques to maximize personal performance.
  • Highly motivated and interested in challenging the status quo, isn’t afraid to ask questions and propose solutions.
  • Detail-oriented and organized.
  • Strong computer skills as well as a familiarity with the programs offered by Microsoft Office.
  • Self-motivated with the ability to work independently and as a member of a team.

physical demands

  • Ability to remain in a seated position for the majority of the day while in the home office (between 70% -100% of work time)operating a computer, phone, and other office equipment, i.e., a copier and computer printer (between 70% -100% of work time).
  • Ability to lift or move supplies, equipment,boxes, documents and materials weighing up to 40 lbs (occasionally heavier than 40 lbs) in the office suite or at worksites (i.e., vendor sites, client sites,etc.).
  • Must be able to communicate via phone, email,and in-person with colleagues and professional contacts (i.e., vendors, support service providers, etc.) for the majority of the day (between 70% -100% of work time).

Additional Eligibility Criteria

  • Regular communication with internal and external constituents is required, including occasionally
    outside of regular working hours.
  • Must be legally authorized to work in the United States without restriction and/or company sponsorship.

Dollar Limit Approval Thresholds (for applicable roles)

  • Reference BIG Construction Employee Handbook

Working Conditions & Environment

  • May be required to work beyond office hours – some nights and weekends – as required by the needs
    of the department and this position as well as the needs of the organization.
  • Must be able to commute as required from office to job-site locations located within a 100-mile radius
    from office as required. Reference employee handbook regarding mileage reimbursement.


This job description reflects management's assignment of essential functions; and nothing in this herein restricts management's right to assign or reassign duties and responsibilities to this job at any time. The duties above are not to be considered a complete list of duties and responsibilities assigned to this position. Temporary modifications to provide reasonable accommodations do not waive any essential functions of the job requirements.