Human Resources Manager

Milender White, a Graham Group Company, is seeking a Human Resources Manager to serve as the embedded, front-line people partner to the Milender White businesses, based in Orange County, California. The role supports Milender White operations across three markets — Denver, Southern California (Newport Beach), and San Diego — and exists to put HR where the work happens: alongside the leaders, managers, and project teams who need practical support in real time. This is a hands-on delivery role. The HR Manager brings the people strategy set by the VP, People, into the business unit and makes it work — coaching managers, resolving employee relations matters, keeping the organization compliant across two states, and feeding what is actually happening in the field back into the people agenda. The HR Manager will lead one direct report, an HR Generalist.

Key Responsibilities:

Front-Line Partnership to the Business

• Serve as the first point of contact for leaders, managers, and employees in the assigned business units on day-to-day people matters.
• Coach and support managers on performance management, difficult conversations, team dynamics, and employee development — building their confidence to handle issues themselves.
• Spend meaningful time on site and in the markets served; understand the project portfolio, crews, and the operating pressures leaders are working under.
• Bring practical HR judgment to real situations rather than policy recitation, escalating to the VP, People when a matter warrants it.
• Act as a two-way conduit: carry business realities back to the VP, People and the HR function, and carry HR direction into the business in language the field will use.

Employee Relations and Compliance

• Manage and resolve employee relations matters with sound judgment, timeliness, and clean documentation; escalate complex, high-risk, or precedent-setting matters appropriately.
• Conduct thorough, objective, and well-documented workplace investigations.
• Apply working knowledge of federal, California, and Colorado employment law — including wage and hour, leave administration, pay transparency, and prevailing wage considerations relevant to construction — to keep the business compliant and reduce risk.
• Administer leaves, accommodations, and related processes in partnership with the appropriate internal and external resources.
• Interpret and apply HR policy consistently across the three markets, flagging where policy does not fit the reality of the work.

Delivering the People Programs

• Implement enterprise and division people programs — performance cycles, engagement, onboarding, compensation planning, and development — within the business units, adapting delivery to a field-based workforce.
• Support workforce planning and staffing conversations with operations leadership, including project ramp-up and demobilization cycles.
• Partner closely with Talent Acquisition on hiring needs, interview and selection support, offers, and onboarding for the region.
• Maintain accurate people data and provide straightforward reporting to business leaders and to the VP, People.
• Support organizational changes and transitions within the business units as directed, ensuring they are executed cleanly and communicated well.