Southern Industrial Constructors An Emcor Company Work Values

Daily Duties at Southern Industrial Constructors An Emcor Company:

• Sr. Management Team member and HR leader to corporate headquarters, leading all HR functions and a team of 7 HR and Recruiting professionals. • Lead Human Resource efforts to create successful merger and acquisition assimilations. • Establish and ensure compliance with the standard recruiting and hiring policies necessary to recruit and employ a superior workforce. • Assume primary responsibility for recruiting management level candidates. • Development, implementation and administration of the company’s performance management system that includes multi-rater feedback, annual goal setting, recurring supervisor feedback, and development objectives • Serve as the primary contact with our attorneys in the area of employment law. • Protect the interests of our Team Members and Southern Industrial, Southern Crane, and Cherokee Millwright in accordance with HR policies and governmental laws and regulations. • Develop and administer on-boarding processes for staff and management personnel. • Formulate and recommend HR policies and procedures. Ensure company-wide communication of policies and monitors compliance to ensure consistency. • Conduct investigations when Team Member complaints or concerns are raised. • Manage the wage and salary administration program, including the appropriate market research to establish pay practices and compensation. • Administer the company benefits program including communication to all Team Members. • Develop and direct the succession planning process, evaluating company structure and assisting Business Unit/Department managers in forecasting personnel needs throughout the company. • Responsible for the organizational development programs for Southern Industrial, Southern Crane, and Cherokee Millwright and the career development of its Team Members through the design and implementation of training programs and learning opportunities. • Work closely with all Business Units to align short and long-term learning and development goals including leadership development, supervisory and craft skills training, succession planning and mentoring with overall corporate strategies and objectives. • Management of EEOC cases from investigation, position statement creation, mediation and closure • Creation of affirmative action plans and all aspects of OFCCP Compliance. • Development and implementation of various HR/HRIS systems, processes and procedures. • Development of craft recruiting program that consists of advertising, screening, onboarding of 800 – 900 craft workers annually.

What they like about Southern Industrial Constructors An Emcor Company:

A hiring company that offers alternative approaches to pay, performance bonuses, and/or equity in the firm is very attractive to you. You're generally less interested in working for an organization offering only traditional, salary-based compensation, one with limited opportunity to acquire equity in the firm, or one that does not actively promote skill development. In addition, you are more likely to choose a company that offers a variety of internal career options, with defined career paths. You view the learning of new skills and development of your expertise as key to your career advancement. These aspects of an organization may become even more important to you as you progress in your field, and are especially critical if you change career or occupation.

Tags

Assessments, Cobra, Construction, Management, OD and Organizational Development, Recruiting, Risk Management, Succession Planning, Employee Relations, Government, Merger and Acquisition, Senior Leadership, Strategic Planning, Ultipro, Vista ViewPoint, Sage Timberline

Skills

These are some of the questions we asked our climbers about their experiences with Southern Industrial Constructors An Emcor Company: