Senior HR Manager in Tucker, GA, United States

Wood (LON: WG) is a global leader in the delivery of project, engineering and technical services to energy and industrial markets. We operate in more than 60 countries, employing around 55,000 people, with revenues of over $11 billion.

Wood is currently seeking a Senior HR Manager, based in our Tucker, GA office reporting to the VP of P&O for P&E. This exciting leadership opportunity has overall responsibility for maintaining strategic HR relationships with our internal stakeholders.

The Senior HR Manager Construction will support Power EPC and Power O&M Project Groups as HR Business Partner for both salaried staff and skill trade / craft employees.

Authorization to work lawfully in the US without sponsorship from Wood is required

Role Responsibilities.

  • Participates on the Project Group leadership team contributing to business decisions and strategy development and providing key HR related information and recommendations
  • Serves as confidant to the Project Group leader on issues of personnel performance, team performance, organizational structure and talent deployment
  • Engages in activities to evaluate and maximize leadership team dynamics, alignment and performance
  • Participates on the Business Line HR leadership team contributing to the execution of the HR strategic action plan
  • Manages all aspects of the Project Group's HR function and staff including oversite of the services delivered by shared services, regional HR services and global specialisms
  • Develops the Project Group's HR budget


Skills / Qualifications

Core Responsibility 1:  Employee Relations.  

  • Advises Project Group leadership in processes related to discipline, grievances, harassment, discrimination and termination including reductions in force
  • Thoroughly investigates, documents and recommends resolutions to claims of unfair treatment, policy violations or illegal acts
  • Ensures statutory compliance or risk minimization in employment related processes by identifying and recommending improvements and implementing if approved.
  • Drives required government agency reporting to occur (for example US specific Affirmative Action planning) within the Project Group or through regional HR or shared services
  • Ensures compliance with internal procedures including site adherence of both client and AFW initiated substance abuse procedures
  • Resolves legal disputes or government agency claims or by engaging with agencies, legal counsel, internal parties (including guidance from other HR authorities and approvals) to generate responses, to settle issues, or to defend in court.
  • Analyses trends of complaints and recommends corrections
  • Initiates and oversees processing of employee related transactions for Project Group leadership roles such as changes to title, line manager, department, employee classification, physical location, etc.
  • Provides counsel and services in exiting high level staff including overseeing exit agreements from generation to conclusion
  • Analyses termination/exit data and reports and recommends actions to address issues and trends.
  • Evaluate and track common employee relations issues and design plans and strategies to minimize their occurrence and negative effects
  • Ensure compliance with Federal (ADA, FMLA, etc.) and Local legislation.

Core Responsibility 2: Compensation

  • Advises Project Group leadership team on base pay and incentive decisions of new hires and existing staff using analysis of job role, market data, internal structure, comp-ratio and performance
  • Supports Project Group leadership in executing annual salary review
  • Initiates compensation related transactions for Project Group leadership team; ensures all required approvals are obtained before implementation
  • Actively monitors internal equity and recommends actions to address potentially unfair cases.
  • Provides data and counsel to Compensation function on observed trends and competitiveness of programs

Core Responsibility 3: HR Information Management

  • Accesses & views data
  • Runs/obtains reports on a regular and ad hoc basis
  • Is jointly accountable for data integrity of the Project Group and initiates corrections when discovered

Core Responsibility 4: Talent Management/Learning & Development/Organizational Development

  • Identifies and diagnoses improvement opportunities and dysfunction in areas of leadership and team performance.  Facilitates creating and implementing interventions to address these.
  • Develops and delivers training in various areas especially HR topics for managers.
  • Supports the performance review process and completion of individual development plans including training managers on the process, aiding with competency assessment, and facilitating calibration sessions
  • Coaches Project Group leadership team in managing performance and conducting difficult conversations.
  • Facilitates development planning and connects Project Group leadership team members to programming that are the best fit
  • Facilitates completion of annual succession planning and talent identification processes and development planning for those identified.
  • Uses data from HRIS to develop action plans to address areas of concerns such as diversity, skills gaps, aging workforce, voluntary terminations, etc.
  • Prompts Project Group leadership team to be intentional about diversity and inclusion planning and action
  • Facilitates study of and response to engagement and climate surveys including interpretation of results and action planning.

Other Core Responsibilities  

  • Helps identify talent gaps and needs and works in partnership with Resourcing and Project Group leadership team members fill them
  • Supports strategic resource planning (interns, graduates, diversity, succession)
  • Supports Resourcing function in development of complex offers
  • Initiates requests to Global Mobility for the generation of terms, conditions and cost projections for assignment of a Project Group leadership team member as well as requests to mobilize and demobilize such.
  • Initiates the generation of terms, conditions and cost projections for project assignments for salaried staff as well skilled trade/craft employees as well as requests to mobilize or demobilize such
  • Pursues self-development and certification through personal study, formal education, national or global professional associations (including local chapters of these), or other sources of quality HR/Business learning
  • Performs other duties as requested by management

Education and Experience Qualifications

  • Bachelor's degree in HR or similar is required.   Masters / post-graduate professional development (PHR / SPHR) preferred.
  • Deep understanding of Human Resources with 10+ yrs. experience in a HR leadership role in self-perform Construction field.
  • Must have industrial direct-hire experience in self-perform Construction area.
  • Broad understanding & experience of a non-union/open shop construction environment
  • Demonstrated Leadership skills and proven ability to manage others and lead a team.
  • Strong interpersonal skills and a strong understanding of employee relations in site/field construction.
  • Well organized and proactive with the ability to work efficiently and effectively in a large organization with multiple competing priorities.
  • Strong communication skills (verbal and written) in English as well as project & change management skills
  • Ability to interact with senior management
  • Proficiency in HR Systems (preferably Oracle HCM or similar) as well as Microsoft suite (Office, Excel, PowerPointetc.).


Company Overview

Wood is a global leader in the delivery of project, engineering and technical services to energy and industrial markets. We operate in more than 60 countries, employing around 60,000 people, with revenues of over $10 billion.  We provide performance-driven solutions throughout the asset life cycle, from concept to decommissioning across a broad range of industrial markets, including the upstream, midstream and downstream oil & gas, power & process, environment and infrastructure, clean energy, mining, nuclear, and general industrial sectors.  <web address removed>  



Diversity Statement

We are an equal opportunity employer that recognises the value of a diverse workforce. All suitably qualified applicants will receive consideration for employment on the basis of objective criteria and without regard to the following (which is a non-exhaustive list): race, colour, age, religion, gender, national origin, disability, sexual orientation, gender identity, protected veteran status, or other characteristics in accordance with the relevant governing laws.

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