Modern Construction Services (MCS) provides repair, maintenance, renovation, and commercial construction services for retail, office, restaurant, and healthcare facilities. We’re looking for an HR Manager who can keep day-to-day HR operations running smoothly in a fast-paced, field-driven environment.
The HR Manager is responsible for the administrative and operational functions of the employee lifecycle, including recruiting, onboarding, timekeeping coordination, employee support, and communication with third-party partners who manage payroll, benefits, compliance, and HR systems. This role is hands-on, detail-oriented, and focused on execution.
Salary range: $85,000 to $95,000 annually. This salary range reflects a scale from a competent (5+ year) HR Generalist to a more experienced HR Manager.
The preferred candidate will live in the Charlotte metro area. This position is on-site and not remote. Relocation assistance is not available for this position.
If you are a process ninja who loves clean data, high-volume coordination, and being the person with all the answers on compliance and payroll, you will thrive here. It is a stable, transactional, and highly autonomous environment where success is measured by how smoothly the day-to-day operations run.
Responsibilities
Recruiting & Hiring
- Manage job postings, applicant tracking system (ATS), candidate screening, and interview coordination.
- Support managers throughout the selection process.
- Coordinate background checks, drug screenings, and other preemployment requirements through external providers.
- Transition new hires from the ATS into the PEO (Professional Employer Organization) onboarding platform.
Onboarding & Offboarding
- Coordinate internal onboarding tasks such as equipment setup and first day logistics.
- Ensure PEO managed onboarding steps (E-Verify, payroll setup, benefits enrollment) are completed accurately.
- Notify managers and internal stakeholders of start dates.
- Schedule HR orientation or welcome meetings.
- Share first‑day logistics such as arrival time, reporting location, and dress code
- Add new hires to org charts, internal directories, and employee rosters.
- Create and maintain audit‑ready personnel files.
- Support offboarding tasks including communication, equipment return, and PEO notifications.
- Coordinate final payroll inputs, including PTO or final pay considerations
- Notify payroll vendor or PEO of status changes
- Compliance & Documentation
- Ensure required separation documentation is completed and filed
- Maintain accurate, audit‑ready termination records
- Confirm benefits termination timelines and COBRA notifications (via vendor/PEO).
Payroll & Timekeeping
- Collect, review, and assemble biweekly timesheet reports for payroll integration.
- Assign pay frequency, exemption status, job codes, and cost centers
- Coordinate payroll set‑up and data submission with payroll vendor or PEO
- Serve as the internal point of contact for payroll questions while the PEO handles processing.
- Follow up with managers on missing or incomplete time entries.
Labor Level & Job Code Administration
- Maintain accurate labor level and job code assignments for all employees, ensuring default settings reflect current roles, departments, and work locations.
- Update labor level configurations when employees change positions or when operational needs shift.
- Coordinate with the PEO to resolve labor-coding issues that affect payroll processing or job-cost reporting.
Employee Support & HR Operations
- Act as the liaison between employees and external partners for payroll, benefits, 401(k), and HR system inquiries.
- Maintain employee files and HR documentation.
- Provide guidance to managers on routine HR matters such as attendance and policy interpretation.
Benefits & 401(k) Coordination
- Assist employees with benefit plan questions and enrollment timelines.
- Coordinate with the 401(k)-plan administrator on eligibility, enrollment, and status changes.
- Prepare and submit a bi‑weekly 401(k) contribution file (separate from main payroll processing) by exporting payroll data, validating employee eligibility and contribution amounts, and transmitting the file to the 401(k)-plan administrator on required deadlines.
- Direct complex benefits or retirement plan inquiries to the appropriate external administrator.
Compliance & Administrative Support
- Partner with the PEO on compliance requirements and policy alignment.
- Coordinate commercial insurance renewal information with the controller.
- Maintain accurate employee-related records and ensure consistent application of company policies.
Employee Engagement
- Work with the Office Manager to coordinate employee perks, recognition programs, birthdays, anniversaries, and company events.
Minimum Qualifications
- Equivalent HR experience or HR certification (SHRMCP, PHR, or SPHR) may be considered in place of a degree.
- Strong organizational skills with the ability to manage multiple priorities.
- Clear, professional communication style and a service-oriented approach.
- Experience supporting day-to-day HR operations such as onboarding, timekeeping coordination, and employee support.
- Comfort working in a fast-paced, operationally focused environment.
Preferred Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- Experience working with a PEO or outsourced HR model.
- HR experience in construction or a field-based workforce environment.
- Familiarity with HRIS/ATS systems and timekeeping workflows.
- Annual profit sharing.
- Medical, vision, and dental.
- Flexible Spending Account (FSA), Health Saving Account (HSA).
- Employer-paid Basic Term Life Insurance, Short- and Long-term disability insurance.
- Voluntary supplemental life insurance.
- 401(k)
