North Georgia Civil Inc./NGC General Contractors

HR & Talent Manager

Location: Danielsville, GA (Athens-area office). Office-based, Monday through Friday, with occasional travel to project sites, job fairs, and schools as needed.

Reports to: Chief Operating Officer. Works daily with the VP - Commercial, Director of Telecom, hiring managers, the Controller, and NGC's employment counsel.

Find the Right People. Bring Them In Right. Keep Them Growing.

North Georgia Civil Inc., also known as NGC General Contractors, is a rapidly growing commercial, civil, and telecommunications contractor headquartered in Danielsville, GA. NGC delivers federal facility renovations, commercial, civil, utility, and wireless infrastructure projects across multiple states for federal agencies, wireless carriers, tower owners, and commercial clients. The company has built its reputation on quality work, accurate communication, accountability, and dependable project execution.

NGC plans to grow from 35 employees today to about 54 by the end of 2027 and 74 by the end of 2028, adding roughly 200 hires over the next decade. Today that recruiting is done by company leadership and outside staffing and search firms. The HR and Talent Manager is NGC's first dedicated people leader: this role owns the hiring pipeline from job posting to signed offer, onboarding and the 90-day introductory period, the annual review cycle, policies and compliance, and the benefits program NGC must offer as it passes 50 employees. The goal is to fill most roles in-house, faster and at lower cost than outside search, while protecting the quality of every hire.

Key Responsibilities

Recruiting and Talent Acquisition

• Own the full recruiting cycle for office, project management, and field roles: intake with the hiring manager, job posting, sourcing, screening, scheduling, and offer.
• Keep every open role's job description current with the hiring manager and post it on Indeed, LinkedIn, schools, veteran programs, and trade networks.
• Screen resumes against the job description's hard requirements and pay band, and send hiring managers a short list with candidate note sheets rather than the full applicant pile.
• Coordinate the interview process: first-round screens, leadership interviews, the business coach's final interview and assessment, and reference checks.
• Maintain the Hiring Board as the single record of every candidate, stage, and outcome, and report open roles and pipeline weekly to leadership.
• Manage relationships with outside staffing and search firms for roles NGC cannot fill in-house, and negotiate fee terms with leadership approval.
• Draft offer letters from approved templates and comp bands; route through e-signature; close out candidates not selected promptly and professionally.
• Build long-term pipelines with construction-management and accounting programs, technical colleges, and military transition programs.

Onboarding and the 90-Day Introductory Period

• Run new-hire paperwork before day one: I-9 and E-Verify, W-4 and state withholding, direct deposit, policy acknowledgments, and background or drug screening where required.
• Coordinate day-one readiness with IT, the warehouse, and the hiring manager: laptop, accounts, vehicle or fuel card, PPE, and first-week schedule.
• Set up each new hire's 90-day scorecard with the supervisor and schedule the 30-, 60-, and 90-day check-ins.
• Track introductory-period completion and make sure every 90-day review is held and documented before day 90.

Performance, Compensation, and Employee Relations

• Run the annual performance review cycle: distribute self-evaluation scorecards, prepare supervisor review packets, schedule meetings, and file signed reviews.
• Maintain NGC's published compensation structures by role and division, and run a recurring market analysis to keep pay bands current.
• Process pay changes, promotions, and title changes with leadership approval and hand them to payroll accurately and on time.
• Administer the progressive discipline policy and write-up form consistently; advise supervisors before corrective action and document every step.
• Serve as a confidential point of contact for employee concerns, investigate complaints fairly, and escalate legal risk to leadership and employment counsel.
• Conduct exit interviews and report turnover, reasons for leaving, and retention trends quarterly.

Benefits, Policies, and Compliance

• Lead the rollout and administration of company health benefits as NGC passes 50 employees, working with the broker, the CFO, and the Controller.
• Administer the retirement plan, paid time off, and leave in line with company policy.
• Maintain the Policies and Procedures manual and employee handbook with employment counsel; communicate changes to all employees.
• Keep personnel files complete, confidential, and audit-ready across every state where NGC employs people.
• Track required postings, multi-state employment law changes, EEO and federal-contractor requirements, and workers' compensation claims with the Safety Director.
• Support a drug-free workplace program and any client- or site-specific screening requirements.

Qualifications

• 6+ years of HR and recruiting experience, including at least 2 years running an HR or recruiting function with little day-to-day direction; construction, engineering, or field-services experience strongly preferred.
• Demonstrated record of filling project management, field supervision, and office roles without relying on outside agencies.
• Working knowledge of I-9/E-Verify, FLSA, FMLA, ACA employer requirements, EEO, and multi-state employment basics.
• Experience implementing or administering employee health benefits with a broker.
• Sound judgment on employee-relations matters and the discretion to handle confidential information.
• Strong written and verbal communication with candidates, field crews, managers, and leadership.
• Proficiency with applicant tracking tools, Indeed and LinkedIn Recruiter, Google Workspace, and Smartsheet; comfortable adopting new technology and AI-assisted tools.
• Valid driver's license and willingness to travel occasionally.
• Bachelor's degree in Human Resources, Business, or a related field preferred; SHRM-CP or PHR preferred but not required.

Compensation

• Full-time W2 employment; weekly pay cycle.
• Salary: $100,000 - $125,000 per year, based on experience, certifications, and demonstrated ability to run the function independently.
• Annual performance bonus of up to 8% of base salary, scored on time-to-fill against the plan, 90-day retention of new hires, and outside recruiter fees avoided.
• 3% SIMPLE IRA match after 3 months for eligible employees.
• Two weeks of paid vacation per year.
• Paid holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas.
• Company-provided laptop and dual monitors.
• A ground-floor leadership role building the people function of a company planning to more than double in size.

Why North Georgia Civil?

At NGC, Superintendents are the company's senior representatives in the field and are trusted to take ownership of day-to-day project execution.

You will work directly with the Project Manager and company leadership while coordinating subcontractors and field activities on commercial and federal projects. The Superintendent has direct responsibility for safety, production, quality, documentation, and maintaining a professional relationship with the facility.

For an experienced Superintendent who wants meaningful field responsibility, direct access to project leadership, and the opportunity to work on commercial and federal construction projects across multiple locations, NGC offers a project-based opportunity with potential for continued assignments as the company grows.

North Georgia Civil, Inc. is an equal opportunity employer and welcomes qualified candidates of all backgrounds.