Main Responsibilities of a Senior Human Resources Manager at Precision Construction Services
Stephanie, a Senior HR Manager at Precision Construction Services, oversees the entire employee lifecycle, from "leading recruitment efforts" and extending offer letters to managing employee relations and career planning. This holistic approach, encompassing everything from onboarding new hires to conducting annual reviews and facilitating employee growth, showcases a comprehensive understanding of human resources management within a small business context.
Employee Relations, Recruitment, Onboarding, Performance Management, Career Development
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Stephanie McDonald
Sr. Human Resources Manager
Precision Construction Services
Cal Poly - SLO
Communications
Architecture, Construction & Design
Human Resources (HR)
Honors Student, Greek Life Member, Student Athlete
Video Highlights
1. The full employee lifecycle is managed by HR, from recruitment and offer letters to onboarding and benefits enrollment.
2. HR plays a crucial role in employee relations, conflict resolution, and performance management (annual reviews).
3. HR is involved in career planning and development, assisting employees in charting their career paths within the organization and identifying growth opportunities
Transcript
What are your main responsibilities within your current role?
As a senior HR manager, I'm responsible for the entire HR department and all its responsibilities. I like to categorize it under the "people umbrella." I'm responsible for everything relating to people.
When you think about the employee lifecycle, HR is involved in every aspect, even before someone becomes an employee. We lead recruitment efforts and meet with hiring managers and leadership. We confirm budget and necessity for a hire, whether it's a new role or a backfill.
We need to understand what the hiring manager is looking for and then assist with recruitment. In a small business, like mine, you might run recruitment yourself. In a larger organization, you might hand that off to a recruiter.
Ultimately, the HR manager or business partner is responsible for writing the final offer letter, extending it to the candidate, and explaining company benefits. Once an offer is accepted, you help onboard the new hire. This includes first-day orientation and assisting with benefit enrollment, typically within the first month.
You'll also work with payroll, or handle it yourself, to ensure the new employee is set up in the HR or payroll system for their first paycheck. I am also responsible for annual review cycles, including mid-year and end-of-year reviews, which are typical for most HR departments.
We also manage employee relations. If an issue arises at work, such as interpersonal conflicts, HR typically gets involved. This can be between peers or between a manager and subordinate. HR acts as an objective third party, looking out for the best interests of both the employees and the company.
In addition, we handle career planning and pathing. We help people understand what it takes to reach the next level in the organization. We assist them in finding their next step, whether it aligns with their current role or involves exposure to another department or role for lateral movement. This also includes helping managers understand employee growth aspirations within the review cycle.