Per-MW pricing, regional variance, and cost drivers for owners scoping hyperscale & AI builds.
Salary benchmarks across the 14 mission-critical disciplines.
Hire HR Managers who own the people function for a construction business — policy and multi-state compliance, escalated employee relations, comp cycles and performance management, HRIS ownership, and a credible seat beside operations leadership. Construction-workforce HR leadership verified.
A structured process for the HR manager hire — the leader who turns HR from paperwork processing into a function operations actually trusts.
30-minute call. We align on headcount and growth plans, office-field mix, union or open-shop context, compliance exposure — multi-state, prevailing wage, OFCCP — team to be managed, and your start date.
Within 2 weeks we introduce 3–5 HR Managers with verified construction or industrial HR leadership. References come from the executives they partnered with and the HR teams they ran.
Every placement carries a replacement guarantee, whichever engagement model you choose.
Our candidates have run HR for workforces that swing with backlog — craft ramp-ups, project-end reductions, per-diem policies, traveling crews. They partner with ops leaders as equals because they have done it through real project cycles.
We verify ownership-level command of multi-state employment law, FLSA classification, OFCCP and EEO reporting on federal work, leave administration, and the documentation standards that keep disputes from becoming settlements.
Verified experience owning an HRIS (Workday, ADP, UKG, Paylocity), running merit and bonus cycles, and building the handbook, policy, and performance infrastructure a scaling contractor needs.
Verified ownership of the HR function — or a major slice of it — for a construction, industrial, or skilled-trades employer.
Reference-verified handling of investigations, terminations, and agency charges (EEOC, state agencies) with outcomes and documentation that held up.
Reference-verified delivery of merit, bonus, and performance-review cycles, including field and craft populations where market data is thin.
SPHR or SHRM-SCP preferred and verified when claimed, alongside ownership-level HRIS administration and reporting.
We’ll help scope the role on the call — headcount, growth plan, compliance exposure, and team structure.
Time to shortlist is typically 2 weeks. Total time to placement is typically 3–5 weeks — HR leaders usually carry notice periods and active caseloads they close out professionally.
Pricing depends on engagement model. Most HR Manager searches route through contingent recruiting support; senior or confidential searches route through executive search.
Most US HR Managers in construction earn $95,000–$130,000 base plus bonus. Managers owning HR for large business units, union environments, or multi-state contractors in high-cost metros reach $130,000–$150,000.
The manager owns the function — policy, escalations, comp cycles, and the leadership seat. An HR Generalist executes the lifecycle within it. If you have neither, we can help you sequence the build.
Yes. Every placement carries a replacement guarantee, regardless of engagement model.
We reference-verify HR leadership through construction cycles — ramp-ups, reductions, agency charges — with the executives each candidate partnered with. Tenure and certification alone do not make our shortlist.
30-minute scoping conversation. We’ll review the HR Manager role, workforce profile, compliance exposure, and team structure — then start sourcing.
