Marriott Construction Inc
Human Resources Manager
Waukesha, WI
Pay: $95,000 - $115,000 & Company Car
Position Purpose
The Human Resources Manager is responsible for managing and executing the day-to-day HR functions for the businesses within the Marriott portfolio to recruit, train, and retain a best-in-class team that facilitates growth, operational excellence and drives a positive culture. This role implements HR policies, programs, and practices, provides guidance to leadership and employees, and ensures compliance with employment laws and company standards.
The HR Manager serves as a hands-on operational partner, supporting the business through strong HR administration, employee relations, recruiting support, performance management, and benefits coordination. This role ensures policies and processes are carried out consistently, legally, and effectively.
Essential Functions and Accountabilities
HUMAN RESOURCES ADMINISTRATION & PLANNING
- Implements and administers HR policies, procedures, and documentation across businesses.
- Maintains employee files, records, and HR systems in compliance with legal and company requirements.
- Supports business leaders by providing guidance on HR practices and procedures.
- Assists with workforce planning and organizational needs as directed by ownership.
RECRUITING & EMPLOYMENT
- Recruits and hires employees for exempt and non-exempt positions.
- Coordinates with hiring managers and external recruiters as needed.
- Executes job postings, interviews, offers, onboarding, and documentation following the company standards and employment laws.
- Manage the process for pre-employment testing such as OAD/Talent +
- Assists with hiring for management-level roles in partnership with ownership and leadership.
- Oversee onboarding processes to ensure new hires are fully and effectively integrated.
EMPLOYEE RELATIONS
- Encourage and facilitate the process that the 'manager' is the primary point of contact for employee relations matters and works with management to resolve any/all employee issues.
- Provides guidance to managers on performance issues, drafts and executes disciplinary actions, and corrective action processes.
- Assists with investigations, documentation, and resolution of any/all business-related issues.
- Consult with management, draft documentation and facilitate termination(s) in accordance with best practices to minimize risk.
PERFORMANCE MANAGEMENT
- Administers the employee performance evaluation process, including 30, 60, 90-day, annual, and periodic reviews.
- The annual review process should be scheduled and completed appropriately for the June 1st deadline.
- Trains managers on performance management tools and documentation requirements.
- Ensures disciplinary actions and performance improvement plans (PIP) are documented, executed, tracked, and followed up appropriately.
COMPENSATION ADMINISTRATION
- Administers wage and salary tracking systems and maintains compensation records.
- Assists leadership with wage evaluations using market data and internal guidelines.
- Coordinates pay changes and ensures accuracy in compensation administration.
BENEFITS ADMINISTRATION
- Provides direction to office administrators to manage day-to-day administration of employee benefits, including enrollments, changes, and terminations.
- Coordinates open enrollment process with brokers and vendors to meet the September 1st and April 1st deadlines.
- Serves as a resource for employees regarding benefit plans and policies.
- Ensures compliance with ACA reporting, ERISA requirements, and other benefits-related regulations.
EDUCATION & TRAINING SUPPORT
- Coordinate and conducts training/development programs as directed by leadership.
- Supports onboarding and ongoing training initiatives.
- Tracks training participation and maintains training records.
EMPLOYMENT LAW & COMPLIANCE
- Maintains working knowledge of federal, state, and local employment laws.
- Ensures HR practices comply with labor laws and company policies.
- Works with legal counsel on higher-risk issues with direction and authorization from executive leadership 'or' ownership.
- Educates managers on employment law basics and compliance requirements.
TECHNICAL SKILLS
- Strong computer skills including but not limited to Microsoft Office, Excel, Word, Power Point, AI (Chat GPT), etc.
- Maintains and administers HRIS and related systems.
- Leverages technology to improve HR efficiency and recordkeeping.
- Troubleshoots routine system issues and coordinates vendor support when needed.
Qualifications and Education
Bachelor's degree in Human Resources, Business Administration, or related field required.
- 7-10 years of progressive HR experience across multiple HR disciplines.
- Experience in construction, manufacturing, or industrial environments along with SHRM Certification or other HR certification is strongly preferred.
- Continuing education through attending HR roundtables, seminars, etc.
Knowledge and Skills Required
- Strong working knowledge of HR operations and employment law
- Has effective communication and leadership skills to always drive a positive culture
- Proactively identify problems and solve them
- Ability to multitask, manage priorities and meet deadlines
- Practical, solutions-oriented mindset
- Professional communication and documentation skills
- Ability to work independently while supporting leadership direction
- High level of integrity, accountability, confidentiality, and discretion
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MRA-The Management Association
Jan 22, 2026