Key Responsibilities:
Recruiting & Onboarding
- Hiring Process:
- Own job postings, candidate screening, reference checks and interview coordinating with managers.
- Develop job postings matching the needs of each department. (Estimating, Bid Coordinators, PMs, Sales, business development etc.)
- Create welcome gifts personalized to each department and new hire.
- Onboarding:
- Manage 30/60/90 day training checklists
- Make sure new hires have all the resources they need prior to start date, so that they hit the ground running first week.
- Coordinate with department Managers on this to get everything ready
- Tracking progress and providing feedback to leadership
- Training:
- Coordinate with department leads to schedule technical and software training, pertaining to new hire role, making sure there are no gaps in resources.
- Benefits and eligibility:
- Making new hires aware of their potential benefits provided, Isolved employee market place discounts, Qualifying life events changes.
Training & Development
- Training Library Management: (Microsoft Teams) Maintain updated SOPs, product guides, and software manuals. (Rebar, Orgzit, Cookware, Edge, Specs etc.)
- LMS Build-Out: Support team working on building CAVH’s training modules (Rebar SOPs, estimating guidelines, manufacturer training, PM guide, Sales Training etc).
- Vendor Training Coordination: Schedule and track product training sessions, manufacturer visits. (Loren Cook, Titus, Pottorff, etc.). Coordinate with department leads to schedule ongoing training specific to department needs.
- Employee Growth Tracking: Maintain training completion records; highlight skills gaps or readiness for advancement prior to end of year reviews or quarterly reviews with department leads.
Policies, Compliance & Employee Relations (Working closely with VP of Finance)
- Policy Development:
- Maintaining employee handbook (attendance, PTO, In-Office, hybrid schedules, standards, equipment policies).
- Certain policies may need to be developed to get compliance within the company/department and that will in turn create a better work flow.
- Compliance Oversight:
- Ensure compliance with labor laws, OSHA, and HR best practices. (Making sure, HR education videos are being completed, sexual harassment, prohibited conduct, privacy and confidentiality etc.)
- Employee Relations: Act as neutral point of contact for employee concerns; escalate patterns to leadership. In turn taking appropriate disciplinary action for employees who violate policies.
- Documentation: Manage confidential employee files, performance notes, and signed policy acknowledgments.
Performance Management
- Performance Process Ownership: Build and track 90-day (onboarding reviews), quarterly, and annual reviews.
- Improvement Plans: Document and track performance improvement steps when needed.
- Career Path: Document and communicate career ladders for each department ex. (Associate Estimator, Estimator Senior Estimator Leadership)
- Retention Tracking: Conduct stay interviews, exit interviews, and report on turnover trends.
Culture, Engagement & Retention
- CAVH Culture Programs: Support pod structure, Kahoot Fridays, TopGolf events, team outings, birthdays/anniversaries.
- Recognition: Support incentive programs (Kahoot prizes, company milestones, people shoutouts).
- Communication: Roll out company updates (Office schedules, policy changes, company development)
Strategic Planning
- Leadership Support: Collaborate with department leaders to support employee experience and team morale.
- Org Chart & Salary Tracking: Keep updated headcount, org chart, keeping up to date on current position salary ranges, and regions.
- Reporting: Provide leadership with staffing reports (headcount growth, turnover, training progress).
- Vision Alignment: Support company’s G.R.O.W.T.H. mindset by building people-focused systems.
- Scaling Infrastructure: Develop HR processes that grow with the company (hiring pipelines, standardized training, succession planning).
- Culture Bridge: Act as a liaison between leadership and employees.
Culture & Engagement:
- Plan employee events, engagement activities, and recognition programs that foster team connection.
- Promote a positive, inclusive culture aligned with CAVH’s mission and values.
Ideal Candidates:
- Bachelor’s degree in Human Resources, Business Administration, or related field required.
- 3+ years of experience HR-related role
- Advanced skills in Microsoft Office (Word, PowerPoint), Outlook, and HRIS systems.
- Strong organizational, interpersonal, and communication skills.
- Demonstrated discretion with confidential and sensitive information.
- Familiarity with employment law, benefits administration, and HR policy writing.
- Highly self-motivated with the ability to manage multiple priorities.
- Bonus: SHRM member or HR certification.
Benefits:
- Competitive salary plus commission/bonus structure
- Comprehensive medical, dental, vision, short-term and long-term disability insurance.
- 401(k) with company match
- Paid time off and holidays
- Professional development and training opportunities
Work Environment:
· In office role with occasional travel to CAVH office locations
Reporting Structure:
· This role reports directly to the CEO, with dotted-line collaboration to the VP of Finance and Operations team.