Per-MW pricing, regional variance, and cost drivers for owners scoping hyperscale & AI builds.
Salary benchmarks across the 14 mission-critical disciplines.
Hire HR Generalists built for construction workforces — onboarding for salaried and craft employees, benefits and leave administration, employee relations across office and field, and compliance that holds up on prevailing-wage and federal work. HRIS fluency and field-facing credibility verified.
A structured process for the HR generalist hire — the person who keeps onboarding, benefits, and employee relations running across office and jobsite alike.
30-minute call. We align on headcount supported, office-versus-field mix, HRIS in place (Workday, ADP, UKG, Paylocity), compliance exposure — prevailing wage, OFCCP, multi-state — and your start date.
Within 1–2 weeks we introduce 3–5 HR Generalists with verified construction or industrial workforce experience. References come from the HR leaders and operations managers they supported.
Every placement carries a replacement guarantee, whichever engagement model you choose.
HR in construction is not HR in a SaaS office. Our candidates have handled craft onboarding, per-diem and travel policies, jobsite investigations, and layoff-recall cycles — and can walk a site without losing the field’s respect.
We verify working knowledge of FLSA classification, prevailing wage and certified payroll context, OFCCP obligations on federal work, OSHA recordkeeping interfaces, and multi-state onboarding requirements.
Hands-on fluency in at least one major HRIS — Workday, ADP Workforce Now, UKG, or Paylocity — verified along with the process discipline to keep records, benefits events, and leave cases clean.
Verified HR support of a construction, industrial, or skilled-trades workforce — office and field populations, not just corporate staff.
Reference-verified handling of investigations, coaching conversations, and terminations with documentation that protects the company.
Reference-verified administration of benefits enrollment, FMLA and leave cases, and high-volume onboarding without dropped steps.
PHR or SHRM-CP preferred and verified when claimed, alongside working command of the HRIS and payroll interfaces your operation runs on.
We’ll help scope the role on the call — headcount, office-field mix, compliance exposure, and HRIS stack.
Time to shortlist is typically 1–2 weeks. Total time to placement is typically 2–4 weeks depending on notice periods and interview cadence.
Pricing depends on engagement model. Single HR hires typically route through contingent recruiting support; firms building an HR and talent function from scratch usually pair it with embedded recruiting or RPO.
Most US HR Generalists in construction earn $65,000–$90,000 base. Generalists covering multi-state or federal-contract workforces in high-cost metros reach $90,000–$100,000. PHR / SHRM-CP holders command the upper half of the range.
A generalist executes the HR lifecycle — onboarding, benefits, ER cases, records. An HR Manager owns the function: policy, escalated ER, comp cycles, and a seat with business-unit leadership. Many firms hire the generalist first and promote or layer later.
Yes. Every placement carries a replacement guarantee, regardless of engagement model.
We verify construction-workforce HR experience — craft onboarding, jobsite investigations, prevailing-wage context — with the leaders each candidate supported. Generic corporate HR resumes do not survive our screen.
30-minute scoping conversation. We’ll review the HR Generalist role, workforce profile, compliance exposure, and HRIS stack — then start sourcing.
