Workforce Development Manager Jobs in Leesville, SC

People Operations Manager

Position Summary

We are seeking a high‑accountability, builder‑minded People Operations Manager with experience in construction or skilled trades, ideally with a strong understanding of new construction environments. This role is responsible for building and strengthening people systems, improving hiring quality, supporting field and office leadership, and ensuring consistent execution of HR processes across a multi‑location operation.

This is a hands‑on, solution‑driven role—not a paperwork‑only HR position. The People Operations Manager will help shape our culture, reinforce standards, and support the development of a high‑performance workforce aligned with our mission, values, and operational expectations.

One of the core expectations of this role is not just identifying issues, but developing solutions, driving implementation, and following through until the issue is fully resolved. This person must be a builder, a problem‑solver, and a partner to leadership in improving hiring quality, employee development, accountability, and organizational effectiveness.

What Success Looks Like

• Higher‑quality hires who perform well in a construction environment
• Faster, more efficient hiring processes
• Stronger onboarding and early‑stage employee performance
• Improved retention of reliable, high‑performing employees
• Supervisors consistently holding standards and documenting performance
• Clear, consistent application of policies across all locations
• HR providing solutions, implementation, and follow‑through—not just identifying problems
• A workforce aligned with company values, expectations, and operating standards
• Leadership supported with actionable recommendations and execution

Key Responsibilities

Recruiting & Talent Acquisition

• Lead full‑cycle recruiting for field, office, and leadership roles across multiple locations
• Develop job postings tailored to construction and skilled trade candidates
• Source candidates through job boards, trade schools, referrals, and industry networks
• Screen applicants for skill, reliability, and cultural alignment
• Coordinate interviews with hiring managers and field leadership
• Administer assessments
• Conduct reference and background checks
• Improve hiring speed, quality, and consistency
• Partner with leadership to forecast staffing needs and build talent pipelines

Onboarding & Employee Development

• Manage new hire onboarding for field and office employees
• Ensure new hires understand expectations, safety requirements, and company values
• Oversee 30/60/90‑day check‑ins and early‑stage performance checkpoints
• Coordinate training, certifications, and skill development programs
• Support leadership development and coaching processes
• Track employee progress, performance, and development plans
• Reinforce company culture, accountability systems, and operational standards
• Build scalable onboarding and development processes for multi‑location growth

Employee Relations & Accountability

• Provide guidance to supervisors on performance management and documentation
• Document performance issues and corrective actions with accuracy and consistency
• Conduct investigations and support conflict resolution
• Administer performance improvement plans
• Support terminations with professionalism and compliance
• Ensure consistent application of policies across all branches and teams
• Maintain strong follow‑through and documentation discipline
• Help leaders address issues with solutions, not just identification of problems

HR Administration & Compliance

• Maintain accurate personnel files and employment documentation
• Administer benefits and support open enrollment
• Track compliance with federal, state, and jobsite‑specific requirements
• Manage HR reporting, record retention, and safety‑related documentation
• Support workers’ compensation processes as needed
• Ensure adherence to company policies and employment laws
• Build scalable administrative processes that support multi‑location operations

Qualifications

• Strong understanding of field operations, job site dynamics, and new construction workflows
• Experience supporting field supervisors and project‑based teams
• Ability to hold standards and navigate difficult conversations
• Strong organizational skills, documentation discipline, and follow‑through
• High emotional maturity and sound judgment
• Ability to coach, develop, and support leaders at all levels
• Comfortable working in a fast‑paced, high‑accountability environment
• Demonstrated ability to build systems, solve problems, and drive implementation

3–7 years of HR or People Operations experience, preferably in:

• Construction
• Skilled trades
• Manufacturing
• Transportation/logistics
• Multi‑location service organizations