Human Resource Generalist

About Hensel Phelps

At Hensel Phelps, we don’t just build projects—we build careers, communities, and a culture of excellence. As an employee-owned company, every person here plays a vital role in shaping our success and future. Guided by our core values of Ownership, Integrity, Builder mindset, Diversity, and Community, we combine cutting-edge technology with hands-on expertise to deliver landmark projects across the nation. When you join Hensel Phelps, you join a team that values your growth, empowers your ideas, and invests in your journey. Together, we create an environment where innovation thrives, safety is paramount, and every individual has the opportunity to make a lasting impact.

Job Description

The Human Resources Generalist position is “forward-facing” and interacts heavily with managers, employees, and applicants by providing technical assistance on human resource processes for Hensel Phelps. Proactively works with minimal supervision to perform various Human Resources activities such as assisting and implementing plans, procedures, policies, onboarding, and facilitating employee relations. Provides recruitment support for corporate employees and conducts new hire orientation for corporate.

Key Responsibilities

• With the HR Director’s guidance, supports supervisors and employees on common employee relations issues including performance management, terminations, leave of absences and corrective action issues.

• Facilitates integration of human resources programs, policies, and procedures by communicating as appropriate with managers and employees.

• Builds productive internal relationships in the organization.

• Assists in the development and proper distribution of the Employee Handbook and other related documentation including consent and acknowledgements and annual regulatory compliance requirements as assigned.

• Provides technical assistance on key human resource processes, procedures, and systems to maintain compliance with state and federal laws (COBRA, FLSA, ACA, ADA, OFCCP, ERISA, FMLA, HIPPA, etc.)

• Performs required monthly and quarterly HR reporting related to turnover, exit interview trends, etc

• Drives efficiency and effectiveness through standardized reporting, communication, and established processes.

• Serves as a liaison and resource for the regional talent acquisition managers (TAMs).

• Provides general guidance, technical assistance, and coaching as needed.

• Under the direction of the Corporate HR Director, works with managers, supervisors, and employees to improve the long-term capabilities our Hensel Phelps employees, which includes delivering trainings on a variety of HR, management, and leadership topics.

• Assists in measuring the effectiveness of learning and measuring the development efforts of employees to improve their job-related skills and maintain compliance.

• Records employee information in the HRIS such as personal data, compensation, benefits, attendance, performance reviews or evaluations, and termination date and reason. This includes making updates to employee files to document personnel actions and to provide information for payroll and other uses.

• Audits HRIS system capabilities for accuracy, integrity, utilization, and functionality. Evaluates effectiveness through compiling and analyzing data, and prepares and distributes various reports on HR metrics to ensure needs are met.

Qualifications

• 2-4 years job-related experience as a talent acquisition or recruiting professional, human resources specialist, human resources generalist.

• General experience with building compliance programs and administering compliance functions.

• Knowledge of state and federal laws (COBRA, FLSA, ACA, ADA, OFCCP, ERISA, FMLA, HIPPA, etc.)

• Proficient in MS Office Suite (Word, PowerPoint, Excel)

• Must be proactive and be able to work with minimal supervision

• Ability to communicate effectively and deliver presentations regarding potentially controversial issues, which involve tact, forethought, and the ability to influence positive outcomes among groups of varying positions

• Ability to read and interpret documents such as dictated letters or memoranda, invoices, company policies, legal notices, legal interpretations, and various other types of employment and legal documentation

• Experience working collaboratively and effectively with hiring managers

• Ability to apply common sense understanding to carry out detailed but simple to intermediately complex written or oral instructions, and to deal with problems involving a few concrete variables in non-standardized situations

• Must have competent mathematical skills to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals accurately. Ability to compute rates, ratios, and precents correctly. This includes the ability to process routine reports and correspondences.

• Some specialized knowledge and ability to ensure compliance with equal employment opportunity, wage and hour, Department of Labor, and Office of Federal Contract Compliance regulations.

• Ability to maintain confidentiality and handle sensitive information with integrity and consistency

• Must have strong verbal and written communication

• Experience leveraging Applicant Tracking Systems and Human Resource Information Systems

• Strong analytical skills with the ability to interpret data and trends

• Passion for human resources with the desire to grow the function from the ground up

• Preferred Qualifications: Professional in Human Resources (PHR) or SHRM-CP Certification, preferred Master’s degree in business administration, human resources, or organizational leadership.

Physical Requirements

Light Work. Exerting up to 25 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects.

• The individual in this position will periodically walk, kneel, sit, crouch, reach, stoop, read/see, speak, push, pull, lift, stand, and finger/type. The frequency of each action varies by workflow and office activity.

• Walking - The person in this position needs to occasionally move about inside the office to access file cabinets, office machinery, boxes, cabinets, etc.

• Constantly operates a computer and other office machinery, such as a calculator, copy machine, phone, computer, and computer printer.

• The person in this position frequently communicates with employees and external stakeholders regarding a variety of topics related to office administration.

• Constantly computes, analyzes, and conceptualizes mathematical calculations and formulas.

• Constantly reads written communications and views email submissions.

• The person in this position regularly sits in a stationary position in front of a computer screen.

• Visual acuity and ability to operate a vehicle as certified and appropriate.

• Rarely exposed to high and low temperatures

• Rarely exposed to noisy environments and outdoor elements such as precipitation and wind.

Education

Bachelor’s Degree, preferably in human resources, organizational leadership, business administration, business management, or a similar field of study.

Compensation Data (Colorado Only)

Base Salary: $65,000 - $75,000

Benefits

Hensel Phelps provides generous benefits for our salaried employees. This position is eligible for company paid medical insurance, life insurance, accidental death & dismemberment, long-term disability, 401(K) retirement plan, health savings account (HSA) (HSA not available in Hawaii), and our employee assistance program (EAP). It also is eligible for employee paid enrollment in vision and dental insurance. Hensel Phelps also believes in the importance of taking time to recharge. As a result, salaried employees are eli

Equal Opportunity Employer Statement

Hensel Phelps is an equal opportunity employer. Hensel Phelps is committed to engaging in affirmative action to increase employment opportunities for protected veterans and individuals with disabilities. Hensel Phelps shall not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity and expression, domestic partner status, pregnancy, disability, citizenship, genetic information, protected veteran status, or any other characteristic protected by federal, state, or local law. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)