HR Manager in Forest Hill, Maryland at Cogent Analytics

1. Workforce Planning & Staffing Accountability

The Human Resources Manager is accountable for ensuring the organization maintains a stable, qualified workforce aligned with current and anticipated operational needs.

This includes accountability for:

• Maintaining a continuous recruiting pipeline for carpenters, installers, drivers, warehouse staff, estimators, project managers, and other key office roles

• Anticipating staffing risks related to turnover, growth, seasonality, and skill gaps

• Ensuring all roles have current, clearly defined job descriptions tied to performance expectations

• Supporting leadership decisions with accurate staffing and labor data

2. Employment Compliance & Documentation Accountability

The Human Resources Manager is accountable for ensuring all employment relationships are legally compliant, properly documented, and defensible.

This includes accountability for:

• Employment eligibility and classification accuracy

• Complete and current employee personnel files

• Consistency between employment records, payroll data, and benefit enrollment

• Timely response to documentation requests related to audits, claims, or disputes

3. Performance Management & Accountability Support

The Human Resources Manager is accountable for ensuring performance management is consistent, documented, and enforceable across the organization.

This includes accountability for:

• Enforcing performance review cadence for all applicable roles

• Supporting supervisors with documentation standards and expectations

• Identifying patterns of underperformance, repeat discipline, or unmanaged issues

• Ensuring performance conversations are recorded and actionable

4. Retention & Workforce Stability

The Human Resources Manager is accountable for stabilizing the workforce and reducing preventable turnover, particularly in critical roles across carpentry, installation, and project management.

This includes accountability for:

• Tracking and analyzing turnover by role, tenure, and department

• Identifying systemic drivers of voluntary turnover

• Providing leadership with actionable retention insights

• Supporting initiatives that improve workforce continuity and engagement

5. Safety & Employment Risk Administration

The Human Resources Manager is accountable for the people-side administration of safety and risk, ensuring the company is prepared to respond to incidents, claims, or audits.

This includes accountability for:

• Employment-related safety documentation and training records

• Workers’ compensation reporting and coordination

• Incident documentation completeness and timeliness

• Supporting leadership with risk visibility and trend analysis

6. Human Resources Reporting & Leadership Visibility

The Human Resources Manager is accountable for providing leadership with accurate, timely, and actionable people-related information.

This includes accountability for:

• Workforce metrics supporting planning and decision-making

• Clear visibility into staffing risk, compliance gaps, and performance trends

• Reducing reactive Human Resources escalations through proactive reporting

Experience

• Minimum 5 years of progressive Human Resources experience

• Construction, manufacturing, or skilled-trades workforce experience strongly preferred

Credentials

• Bachelor’s degree in human resources, Business Administration, Management, or related field
  or equivalent experience in Human Resources leadership

• Professional Human Resources Certifications

• PHR® – Professional in Human Resources (HRCI), or

• SPHR® – Senior Professional in Human Resources (HRCI), or

• SHRM-CP® – SHRM Certified Professional, or

• SHRM-SCP® – SHRM Senior Certified Professional

Knowledge

• Maryland and federal employment law fundamentals

• Wage & hour compliance and classification standards

• Human Resources practices in hourly, multi-role environments

Skills

• Strong attention to detail and follow-through

• Ability to enforce standards consistently

• Clear written and verbal communication

• Independent judgment with appropriate escalation