Summary
The Human Resources Manager, Southeast Region serves as a strategic and hands-on partner to leaders and employees across Balfour Beatty Infrastructure, Inc. (BBII). This role provides regional leadership for employee and labor relations, talent management, workforce planning, organizational development, compensation support, HR operations, compliance, and workforce analytics. The HR Manager translates business priorities into practical people strategies, builds leadership capability, and promotes consistent, inclusive, and high-performing employee experience across project and office environments. This position reports to the Vice President of Human Resources, Balfour Beatty Infrastructure.
Key Responsibilities
Employee Relations
Serves as the primary employee relations partner for regional leaders and employee groups, providing timely, practical guidance that balances employee needs, business objectives, and organizational risk.
Interprets HR policies and federal, state, and local employment laws; coach leaders and employees to promote consistent, fair, and compliant practices.
Advises managers and executives on people strategy, organizational risk, workforce decisions, and complex employee matters.
Provides direction, oversight, and development support to designated local HR representatives and other assigned staff.
Leads employee relations investigations from intake through resolution, including interviews, documentation, findings, recommendations, and follow-up actions.
Evaluates HR policies and procedures, identifies gaps or emerging needs, and recommends clear, sustainable updates.
Coordinates the annual performance review process, monitors completion and quality, and coach leaders on meaningful feedback and performance decisions.
Oversee new-hire orientation, employment documentation, payroll-related deadlines, and early engagement activities to support an effective onboarding experience.
Interprets and administers collective bargaining and labor agreements covering wages, benefits, pensions, and union-management practices.
Talent Management
Leads organizational development, performance management, succession planning, and career development initiatives that strengthen individual and business performance.
Leads employee engagement survey planning, results analysis, action planning, and follow-through in partnership with regional leaders.
Compensation, Benefits and HR Administration
Maintains accurate, compliant job descriptions and supports position classification, reclassification, and organizational design decisions.
Analyzes compensation and benefits survey data, identifies market trends, and provides informed recommendations to leaders and compensation partners.
Oversee onboarding, offboarding, stay and exit surveys, employee records, and other employee lifecycle activities to ensure consistent and compliant experience.
Evaluates compensation and performance management processes, identifies operational gaps, and recommends improvements that increase clarity, consistency, and efficiency.
Partners with Compensation to evaluate new and existing roles, including job scope, exemption status, classification, internal equity, and salary recommendations.
Training & Development
Partners with Learning and Development to assess needs and design and facilitate technical, leadership, and behavioral programs; independently leads programs when appropriate.
Manage relationships with external learning consultants to assess needs, develop content, coordinate delivery, and evaluate program effectiveness.
Builds manager capability by coaching leaders on company selection tools and methods, including competency-based and group interviews.
HR Analytics & Systems
Compiles, validates, and analyzes HRIS and related workforce data to support planning, compliance, and business decisions.
Monitors and reports trends in retention, turnover, promotions, learning, performance, employee relations, and engagement; translates findings into…