Human Resources Manager - SE Region

Summary

The Human Resources Manager, Southeast Region serves as a strategic and hands-on partner to leaders and employees across Balfour Beatty Infrastructure, Inc. (BBII). This role provides regional leadership for employee and labor relations, talent management, workforce planning, organizational development, compensation support, HR operations, compliance, and workforce analytics. The HR Manager translates business priorities into practical people strategies, builds leadership capability, and promotes consistent, inclusive, and high-performing employee experience across project and office environments. This position reports to the Vice President of Human Resources, Balfour Beatty Infrastructure.

Key Responsibilities

Employee Relations

• Serves as the primary employee relations partner for regional leaders and employee groups, providing timely, practical guidance that balances employee needs, business objectives, and organizational risk.
• Interprets HR policies and federal, state, and local employment laws; coach leaders and employees to promote consistent, fair, and compliant practices.
• Advises managers and executives on people strategy, organizational risk, workforce decisions, and complex employee matters.
• Provides direction, oversight, and development support to designated local HR representatives and other assigned staff.
• Leads employee relations investigations from intake through resolution, including interviews, documentation, findings, recommendations, and follow-up actions.
• Evaluates HR policies and procedures, identifies gaps or emerging needs, and recommends clear, sustainable updates.
• Coordinates the annual performance review process, monitors completion and quality, and coach leaders on meaningful feedback and performance decisions.
• Oversee new-hire orientation, employment documentation, payroll-related deadlines, and early engagement activities to support an effective onboarding experience.
• Interprets and administers collective bargaining and labor agreements covering wages, benefits, pensions, and union-management practices.

Talent Management

• Leads organizational development, performance management, succession planning, and career development initiatives that strengthen individual and business performance.
• Leads employee engagement survey planning, results analysis, action planning, and follow-through in partnership with regional leaders.

Compensation, Benefits and HR Administration

• Maintains accurate, compliant job descriptions and supports position classification, reclassification, and organizational design decisions.
• Analyzes compensation and benefits survey data, identifies market trends, and provides informed recommendations to leaders and compensation partners.
• Oversee onboarding, offboarding, stay and exit surveys, employee records, and other employee lifecycle activities to ensure consistent and compliant experience.
• Evaluates compensation and performance management processes, identifies operational gaps, and recommends improvements that increase clarity, consistency, and efficiency.
• Partners with Compensation to evaluate new and existing roles, including job scope, exemption status, classification, internal equity, and salary recommendations.

Training & Development

• Partners with Learning and Development to assess needs and design and facilitate technical, leadership, and behavioral programs; independently leads programs when appropriate.
• Manage relationships with external learning consultants to assess needs, develop content, coordinate delivery, and evaluate program effectiveness.
• Builds manager capability by coaching leaders on company selection tools and methods, including competency-based and group interviews.

HR Analytics & Systems

• Compiles, validates, and analyzes HRIS and related workforce data to support planning, compliance, and business decisions.
• Monitors and reports trends in retention, turnover, promotions, learning, performance, employee relations, and engagement; translates findings into practical recommendations.
• Partners with shared-services teams support HRIS and applicant tracking system implementations, conversions, testing, user adoption, and upgrades.
• Reviews and manages third-party HR vendor relationships and contracts, monitors service delivery, and addresses performance or compliance concerns.
• Provides timely, accurate, and actionable HR dashboards, reports, and insights to the Vice President of Human Resources and executive leadership.

Culture, Leadership and Employee Development

• Builds trusted relationships with project teams, functional departments, customers, vendors, and employee groups while modeling company values and professional judgment.
• Represents the company in relevant industry, client, and community activities that strengthen relationships and enhance the organization’s reputation.
• Promotes company values and communicates our vision and purpose through Service, Talent, and Choices.
• Maintains current professional expertise through relevant HR, technology, legal, and industry education.
• Champions Balfour Beatty US initiatives—including Zero Harm, sustainability, and employee engagement—and partners with leaders to embed them in daily practices.
• Acts as a confidential and ethical partner, handling sensitive information with sound judgment, discretion, and integrity.
• Represents the region on HR councils and employee groups, including Balfour Beatty Spirit, employee engagement, inclusion initiatives, and affinity resource groups.

Performs other related duties as assigned.

Work Environment & Travel

Work is primarily performed in an office environment with regular interaction at project and business locations. Regional travel, including occasional overnight travel, is required based on project, employee, and business needs.

Qualifications

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field and 5–8 years of progressive HR generalist or business partner experience; or an equivalent combination of education and at least 10 years of progressive HR experience.
• Previous people-leadership or supervisory experience preferred, with demonstrated success coaching, mentoring, delegating, and resolving conflict.
• Working knowledge of federal, state, and local employment laws, with the ability to interpret requirements and apply them consistently in business settings.
• Broad HR experience across employee and labor relations, workforce planning, talent acquisition, compensation, benefits, learning and development, performance management, and HR operations.

Key Competencies

• Exceptional written and verbal communication, organization, presentation, facilitation, relationship-building, and conflict-resolution skills.
• Ability to establish credibility and build trust at all organizational levels while providing clear, balanced, and objective people assessments.
• Ability to organize people, information, and resources and translate workforce needs into practical operating plans.
• Sound judgment, discretion, and composure when making timely decisions and recommendations with incomplete or sensitive information.
• Strong prioritization, follow-through, and timely communication in a fast-paced, geographically dispersed environment.
• Commitment to quality, continuous improvement, customer service, and practical process redesign.
• Ability to translate business strategy into clear HR priorities, measurable objectives, and disciplined execution plans.
• Ability to identify critical organizational capabilities and create development solutions that improve individual and business performance.
• Proficiency with Microsoft Office and HR technology, including spreadsheets, databases, presentation tools, email, collaboration platforms, HRIS, and applicant tracking systems.
• Knowledge of HR metrics, key performance indicators, basic statistics, data interpretation, and workforce analytics.