HR Coordinator

Position Overview The HR Coordinator supports workforce coordination activities tied directly to the CNY C6 project and works closely with Project leadership, field supervision, recruiting, payroll, onboarding, subcontractors, and support departments to keep workforce-related activities moving throughout all phases of the Project.

The role stays involved in onboarding coordination, workforce tracking, staffing support, employee communication, badging, compliance tracking, orientation scheduling, and day-to-day coordination tied to active work areas across the Project. The HR Coordinator is expected to maintain visibility on workforce-related needs, identify issues early, and keep communication between field operations, office support, employees, subcontractors, and Project leadership as work progresses.

Responsibilities

Manage HR coordination activities tied directly to the CNY C6 project throughout all phases of work Work directly with Project leadership, field supervision, recruiting, payroll, onboarding, subcontractors, and support departments assigned to the Project Coordinate onboarding activities, orientation scheduling, workforce tracking, employee communication, and project workforce support tied to ongoing construction operations Participate in operational meetings, staffing discussions, workforce planning meetings, coordination meetings, and project updates tied to ongoing work activities Review workforce concerns, staffing needs, onboarding status, compliance issues, and employee support needs tied to active work areas Identify and address workforce coordination issues, onboarding delays, staffing gaps, badging concerns, and unresolved employee matters before they begin affecting operations or project staffing needs Coordinate communication between field operations, office support, employees, subcontractors, recruiting, payroll, and Project leadership throughout the Project Track onboarding activities, workforce changes, orientation status, staffing updates, and employee-related concerns tied to assigned work activities Coordinate with Operations, Payroll, Safety, Recruiting, Project Controls, office support, and support departments tied to workforce-related activities Maintain accountability, communication flow, follow-through, and day-to-day coordination throughout workforce operations and ongoing construction activities Manage workforce coordination tied to active work fronts, roadway operations, structure work, utility activities, and milestone-sensitive construction operations throughout the Project Keep workforce coordination activities aligned with Project priorities, staffing needs, operational demands, and ongoing construction activities throughout all phases of the Project

Qualifications

Strong working knowledge of employee relations, employment law, performance management, recruiting, onboarding, and HR best practices. Ability to build relationships with employees at all levels of the organization. Strong organizational, communication, and problem-solving skills. Ability to manage multiple priorities in a fast-paced construction environment.

Education & Experience

Bachelors degree in Human Resources, Business Administration, or a related field preferred. Equivalent experience will be considered. Five (5) or more years of progressive Human Resources experience. Previous experience supporting construction, industrial, manufacturing, or other field-based operations preferred. Prior supervisory or leadership experience preferred.

We offer competitive wages and great employee benefits including health, dental, and vision insurance, 401(k) plan, life insurance and various supplemental coverages.

Incomplete Applications will not be forwarded for review.

Rifenburg Companies follow EEO Federal and State guidelines prohibiting employment and job discrimination. It is the policy of Rifenburg Companies to provide for and promote equal employment opportunity in employment compensation and other terms and conditions of employment without discrimination based on age, race, creed, color, national origin, gender, sexual orientation, disability, marital status, Vietnam Era Veteran status, genetic predisposition, carrier status or any legally protected status.

The policy applies to all employment practices and actions. It includes, but is not limited to, recruitment, job application process, examination and testing, hiring, training including apprenticeship and on-the-job training, disciplinary actions, rate of pay or other compensation, advancement, classification, transfer, reassignment and promotions.