Company Overview

Our dedication and commitment to our work, coupled with our emphasis on exceptional quality and service has earned us the reputation as one of Long Island’s best. With over 30 years of experience in Heavy Construction of commercial, municipal and residential work, specializing in road work including but not limited to Asphalt, Drainage, Pavement Reclamation and Concrete.  We are a leader in the utilization of state-of-the-art equipment, specialized techniques and mix designs.

Position Summary 

The Director of Human Resources leads and manages all aspects of the company’s HR function for a heavy civil construction company that performs public and private work with a unionized, prevailing wage workforce. The function covers employee relations, recruiting, compensation and benefits, performance management, compliance, training, and HR operations, and serves as a partner to executive leadership and operations.

This is a true player-coach role. The Director owns the HR function while staying hands-on in day-to-day execution within a lean team. The right person works comfortably both strategically and tactically, and is at home on a job site as well as in the office.

Key Responsibilities 

• Construction Compliance, Certified Payroll, and Prevailing Wage
  • Own prevailing wage and certified payroll compliance for public works, including NYSDOT and other agency requirements.
  • Verify accurate wage determinations, fringe benefit calculations, and certified payroll reporting across active public jobs.
  • Maintain apprenticeship and journeyman ratio compliance on jobs that require it.
  • Maintain the employment records and reporting needed for public works audits and contract compliance.
  • Reduce the company’s exposure to wage, reporting, and debarment risk.

   

• Union and Labor Relations
  • Administer collective bargaining agreement compliance across the trades the company works with.
  • Manage union benefit and pension fund reporting and remittances in coordination with payroll and finance.
  • Support grievance handling, jurisdictional questions, and day-to-day labor relations.
  • Prepare for and support collective bargaining and contract renewals.

   

• HR Leadership and Strategy
  • Operate as a hands-on leader who executes day-to-day HR responsibilities in a lean team.
  • Partner with executive leadership and operations to align HR with company goals and field needs.
  • Develop and maintain HR policies, procedures, and practices.
  • Advise managers and field supervisors on performance, leadership development, and personnel matters.
  • Support culture and employee engagement across field, shop, and office.

   

• Employee Relations
  • Lead employee relations matters including investigations, conflict resolution, discipline, and terminations.
  • Advise managers and supervisors on performance management and documentation.
  • Help maintain a fair and productive work environment across field and office.

   

• Talent Acquisition and Onboarding
  • Oversee recruiting across field, shop, operational, and administrative roles.
  • Build hiring processes and interview frameworks, including for union and prevailing wage positions.
  • Improve onboarding so new employees integrate quickly and correctly.

   

• Compensation, Benefits, and Performance Management
  • Support compensation planning, bonus administration, and wage benchmarking across union and non-union roles.
  • Oversee benefits administration and vendor relationships, including union fund coordination where applicable.
  • Partner with Operations and Finance on headcount planning and labor cost management.

   

• Safety and Workers’ Compensation
  • Manage the administrative workers’ compensation claims process, including intake, carrier coordination, and return-to-work.
  • Partner with the Safety Director, who owns incident prevention, training, and investigation.
  • Manage leave administration and unemployment claims.

   

• Compliance and Risk Management
  • Ensure compliance with federal, New York State, and local employment laws and regulations.
  • Manage HR-related audits, reporting, and documentation.

   

• Training and Development
  • Coordinate leadership and supervisory training and employee development.
  • Support management coaching.
  • Identify ways to improve organizational effectiveness and retention.

Required Qualifications  

• Seven or more years of progressive HR experience, including leadership responsibility.
• HR experience in construction, with public works and prevailing wage exposure. Required.
• Working knowledge of certified payroll and prevailing wage compliance. Required.
• Experience supporting a unionized workforce, including collective bargaining agreement administration and union fund coordination. Required.
• Strong knowledge of employment law and HR practices.
• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• Spanish fluency desired, not required.
• Strong interpersonal and communication skills.
• Ability to balance strategic thinking with hands-on execution.
• High level of professionalism, discretion, and judgment.

Key Competencies

• Construction, certified payroll, and prevailing wage compliance.
• Union and labor relations.
• Leadership and team development.
• Employee relations and conflict resolution.
• Organizational and operational mindset.
• Problem solving and decision making.
• Communication and influence.
• Process improvement and execution.
• Confidentiality and integrity.

Supervisory Responsibilities

• HR and administrative staff as applicable

Compensation and Benefits

• Competitive base salary.
• Health, dental, and vision insurance.
• 401(k) plan.
• Paid time off and holidays.
• Additional benefits based on company programs.

Rosemar is an Equal Opportunity Employer. Rosemar does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.