Superior Rigging and Erecting is a specialty crane, rigging, and steel erection contractor built on safety, discipline, and accountability. We support complex industrial and commercial projects across the Southeast and are known for engineered lift execution, field precision, and a culture that makes the Tough Look Easy. Our work includes critical lifts, machinery moves, structural steel erection, and high-risk engineered operations where technical accuracy and field execution must align without compromise.

Our success depends on disciplined operations, strong leadership, and a stable workforce. The Human Resources Manager plays a critical role in ensuring Human Resources programs are executed consistently, legally, and in alignment with operational, safety, and cultural priorities across the organization.

Position Summary

Superior Rigging and Erecting is seeking an experienced Human Resources Manager to lead Human Resources operations, employee relations strategy, compliance integrity, and workforce stability across the organization.

This is a senior-level, hands-on leadership role responsible for overseeing the execution of Human Resources programs throughout the employee lifecycle. The Human Resources Manager serves as the primary escalation point for complex employee matters, a trusted advisor to operational leadership, and the operational leader of the Human Resources function.

This role provides leadership and direction to the Senior Human Resources Generalist and Junior Human Resources Generalist while remaining directly engaged in high-impact Human Resources work. This position reports to the Vice President of Human Resources.

Key Responsibilities

Human Resources Leadership and Operational Ownership

• Lead day-to-day Human Resources operations across the full employee lifecycle
• Establish priorities, workflows, and accountability for the Human Resources Generalist team
• Ensure consistent execution of onboarding, employee relations, benefits administration, leave administration, and offboarding processes
• Serve as the primary coordination point between Human Resources, Payroll, Safety, Operations, and Information Technology
• Coach, develop, and evaluate Human Resources staff to ensure high performance and professional growth

Employee Relations Strategy and Escalation

• Serve as the senior escalation point for complex, sensitive, or high-risk employee relations matters
• Manage and oversee investigations involving harassment, discrimination, retaliation, misconduct, performance, attendance, and policy violations
• Review and approve corrective actions, performance improvement plans, and disciplinary documentation for consistency and legal defensibility
• Advise leaders on disciplinary decisions, documentation standards, and risk considerations
• Partner with the Vice President of Human Resources on matters involving litigation risk or regulatory exposure

Compliance, Audits, and Risk Management

• Own Human Resources compliance strategy across federal, state, and local employment laws
• Oversee audit readiness and execution including personnel files, Form I-9 compliance, benefits eligibility, training completion, and policy acknowledgments
• Ensure timely and accurate completion of required reporting including EEO-1 reporting, Affordable Care Act reporting coordination, OSHA coordination, and unemployment responses
• Monitor regulatory changes and direct updates to policies, practices, and training
• Identify Human Resources related risks and implement mitigation strategies

Benefits Strategy, Broker Relationship, and Total Rewards Oversight

• Serve as the primary relationship manager for employee benefits brokers, carriers, consultants, and third-party administrators
• Partner with the Vice President of Human Resources on annual benefits renewal strategy, plan design, contribution modeling, and cost analysis
• Lead broker performance management including service expectations, reporting cadence, and issue escalation
• Evaluate benefits market trends and benchmarking data and provide recommendations
• Coordinate renewal timelines, deliverables, and decision points
• Review and approve open enrollment strategy, materials, and communications prior to rollout
• Maintain executive-level visibility into benefits costs, utilization, and program performance

Note: Day-to-day benefits administration is managed by the Senior Human Resources Generalist.

Human Resources Operations and Systems

• Oversee daily Human Resources operations ensuring accuracy, consistency, and timeliness
• Maintain and optimize Human Resources Information System functionality including employee records, workflows, and reporting
• Ensure data integrity across Human Resources, Payroll, and Benefits systems
• Support continuous improvement of Human Resources processes, documentation, and internal controls
• Partner with Payroll to resolve discrepancies and support accurate pay administration

Policy Administration and Governance

• Own interpretation, application, and enforcement of Human Resources policies and employee handbooks
• Ensure policies are applied consistently across all locations and leadership levels
• Lead policy updates and communication efforts in coordination with senior leadership
• Ensure acknowledgment tracking and documentation discipline
• Support employee handbook revisions and employee-facing communications

Leadership, Management, and Compliance Training

• Design and oversee management and compliance training programs
• Provide coaching to supervisors on documentation standards, employee relations, and performance management
• Ensure required training is completed, tracked, and documented
• Identify leadership capability gaps and partner with leadership on development strategies

Cross-Entity and Cross-Functional Collaboration

• Operate as part of a unified Human Resources function supporting both Superior Rigging and Erecting and Heaton Erecting
• Provide cross-coverage support for onboarding, employee relations intake, benefits coordination, and special projects
• Participate in Human Resources leadership meetings and workforce planning discussions
• Identify trends impacting safety, compliance, retention, or workplace culture and escalate as appropriate

Workforce Planning, Stability, and Analytics

• Analyze workforce data related to turnover, absenteeism, employee relations trends, and compliance risk
• Provide actionable insights and recommendations to leadership
• Support workforce planning aligned with operational and project demands
• Monitor workforce health indicators and recommend corrective actions

Offboarding and Separation Oversight

• Oversee voluntary and involuntary separation processes to ensure consistency, compliance, and risk mitigation
• Review and approve separation documentation, final pay coordination, benefits termination, and system access removal
• Ensure unemployment response documentation is complete, timely, and defensible
• Review exit interview data and identify workforce improvement opportunities

• Bachelor’s degree in human resources, Business Administration, or a related field, or equivalent professional experience
• Eight or more years of progressive Human Resources experience with strong emphasis on employee relations, benefits administration, and compliance
• Experience supporting leaders in a construction, industrial, or field-based operational environment
• Strong knowledge of Family and Medical Leave Act, Americans with Disabilities Act, Workers’ Compensation, wage and hour law, and benefits administration
• Experience conducting workplace investigations and drafting legally defensible documentation
• Ability to balance strategic thinking with hands-on operational execution
• Experience using Paylocity or similar Human Resources Information Systems preferred
• Bilingual English and Spanish preferred
• Professional Human Resources certification such as SHRM-SCP or SPHR preferred
• Ability to pass pre-employment background screening and drug testing

What We Offer

• Competitive salary based on experience and qualifications
• Medical, dental, and vision insurance
• 401(k)
• Paid time off and paid holidays
• Direct involvement in high-profile, technically challenging projects
• Opportunity to build and lead a learning and development function within a growing organization

Equal Employment Opportunity Employer

Superior Rigging and Erecting is an Equal Opportunity Employer. We recruit, hire, train, promote, compensate, and discipline employees without regard to race, color, religion, sex, national origin, age, disability, genetic information, veteran status, or any other protected characteristic in accordance with applicable federal, state, and local laws.

ADA and Employment Status Notice

Superior Rigging and Erecting complies with the Americans with Disabilities Act and applicable laws to ensure reasonable accommodations are available when needed. This position is classified as Exempt under the Fair Labor Standards Act. Employment is at-will unless stated otherwise in writing.