HR Manager - Pittsburgh - Military Veterans

Position Description:
Manage full employment life cycle of human resources functions including but not limited to recruiting, employee relations,
talent management, training, and benefits working with managers and employees within one or more business units. Manage one
or more Human Resources Generalists/Administrators in one or more locations.

Essential Duties & Key Responsibilities:
Promote company culture, values, and diversity and inclusion (D&I) activities across company. Active participation in antiracism learning, and advocate for equity and employee health and wellbeing.
Serve as trusted advisor and build partnerships with local management and employees to provide guidance and communicate
and interpret Human Resources (HR) and company policies, procedures, and local, state, and federal government laws and
regulations.
Participate in defining goals and decisions for regional HR department. Recommend new approaches, policies, and
procedures for continuous improvement and efficiency of department and services.
Deliver an extraordinary employee experience by fostering trusting environment where employees can openly engage with
HR. Connect in-person with employees regularly ‘where they work’, advocate and provide guidance to Business Unit (BU)
leadership on people-related needs and concerns.
Deliver timely performance feedback for BU HR team and execute/contribute to performance appraisals during annual
performance cycle, utilizing talent management systems.
Lead Talent Acquisition plans for BU including recruitment and onboarding of campus recruits and experienced hires,
internal mobility, and all associated processes, in collaboration with Headquarters Talent Management team as applicable.
Oversee recruitment efforts to effectively and efficiently source and select applicants.
Work with department heads and hiring managers to understand employee job duties and business requirements to
develop sourcing and recruitment strategies.
Review job applications and perform preliminary screening of applicants and candidates.
Serve as first point of contact for BU relocations/transfers (e.g., initiate vendor estimates, arrange temporary
housing, and connect with community resources).
Provide guidance to hiring managers for executing competitive offers; facilitate and support new hire from offer
process through onboarding and acclimation into BU.
Participate in and execute actions from BU Availability & Needs staffing meetings/discussions.
Manage Talent Management processes and tools to provide constructive guidance to management on decisions related to
issues of consistency, equity, diversity, and employee development.
Organize and participate in local succession planning meetings.
Evaluate and execute employment decisions related to hiring, discipline, and terminations. Ensure adherence to company
policies and compliance with relevant federal, state, and local laws and regulations in collaboration with HR Policy and
Communication as needed.
Serve as primary point of contact for employee relations issues and concerns that impact employee satisfaction, work
environment, and retention; work in collaboration with HR Director (HRD) on complex matters.
Under the direction of HRD and/or legal counsel, conduct investigations in accordance with HR protocols and engage with
company legal counsel on employment related matters as required.
Implement lean concepts and practices to effect work productivity, enhance programs, coordinate and reduce waste, and
make recommendations for improvement and proactive interventions (e.g., Personal Kanban, A3 problem solving, Value
Stream Mapping, Story Boarding).
Participate in salary planning and compensation administration; provide direction and guidance to BU supervisors and
managers regarding Turner’s merit philosophy. Review and confirm management submissions for accuracy.
Facilitate training opportunities for employee development based on needs identified through performance processes.
Manage both local, headquarters communications to BU employees, and assist in planning BU meetings (e.g., town hall, all
staff).
Conduct analysis, distribute employee survey results to management, and facilitate employee focus groups.
Proactive analysis and interpretation of various metrics (e.g., hiring, employee relations, turnover) to understand trends to be
proactive for decision support and interventions.
Develop Affirmative Action Plans for BU and collaborate with Community & Citizenship Director to ensure completion and
timely submission.
Lead efforts in BU to remain current and compliant with Office of Federal Contract Compliance Programs (OFCCP)
regulations.
Collaborate with Employee Resources Group (ERG) leaders to implement D&I programs to position employees for success
and career advancement.
Lead implementation and administration of company and BU specific employee award programs.
Other activities, duties, and responsibilities as assigned.

#LI-JJ1

Qualifications:
Bachelor’s Degree from accredited degree program and minimum of 7 years of progressive Human Resources experience or
equivalent combination of education and experience, and 3 years of supervisory or management experience, required
Professional in Human Resources® (HRCI PHR®) or Society of Human Resources Management Certified Professional
(SHRM CP®) certification, or other related certification, preferred
Construction or construction-related industries or experience in large-size (10,000+ employees) organization, preferred
Good understanding of business and construction operations
Excellent problem-solving skills, continuous improvement mindset, and willingness to challenge status quo
Excellent interpersonal and presentation skills; communicate effectively at all levels within organization.
Self-starter with advanced human resources systems and project management skills
Experience with engagement at senior management organization level
Supervisory experience and management skills
Display intellectual curiosity, lifelong learner
Strong organizational skills with ability to adapt to shifting priorities
Familiar with lean culture and concepts, continuous improvement principles, methods, and tools
Proficient in Microsoft suite of applications and human resources related applications
Regular travel

Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the
essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the
essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle,
or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and
frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth
perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee regularly travels
both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction
work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and
occasionally lift and/or move up to 25 pounds.

Work Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the
essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the
essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The
noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the
employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high
precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work
environment is usually moderate to loud. The employee is required to work in compliance with company safety policies,
procedures, and applicable laws.

Turner is an Affirmative Action and Equal Opportunity Employer minorities / females / veterans / individuals with disabilities/ sexual orientation / gender identity. VEVRAA Federal Contractor