ZipRecruiter

Log In

1

Mush Jobs Near Me

Thompson Concrete Management LTD

HR Manager

Carroll, OH · On-site

$100K - $125K/yr

Delivers hard news cleanly without softening into mush or hardening into cruelty. * Field credibility. Earns trust on the jobsite through reliability and follow-through. * Principled judgment. Holds ...

All JobsMush JobsMush Jobs Near Me

Mush information

See salary details

$10

$26

$51

How much do mush jobs pay per hour?

As of Aug 18, 2026, the average hourly pay for mush in the United States is $26.47, according to ZipRecruiter salary data. Most workers in this role earn between $19.71 and $29.57 per hour, depending on experience, location, and employer.

What are popular job titles related to Mush jobs?

For Mush jobs, the most frequently searched job titles are:

What job categories do people searching Mush jobs look for?

The top searched job categories for Mush jobs are:

What cities are hiring for Mush jobs?

Cities with the most Mush job openings:

What states have the most Mush jobs?

States with the most job openings for Mush jobs include:

Mush jobs near you
A map of the United States highlighting the number of Mush job openings by state according to ZipRecruiter. The image is accompanied by a detailed chart listing the number of Mush job openings in each state, with California having the most at 1 and Hawaii the least at 0.

HR Manager

Thompson Concrete Management LTD

Carroll, OH • On-site

$100K - $125K/yr

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

  1. Position Context
This role is being hired at the HR Manager level (operational, hands-on, supervises HR staff, runs day-to-day people functions) with a defined development path into the HR Director seat (strategic, advises executive leadership, designs comp and talent strategy, architects how HR supports the long-term business). The split is intentional. We are filling the operator seat now and growing the architect over time.
  1. Trait Profile · What We Are Actually Hiring For
  • Composure under pressure. Stays neutral when a foreman is loud, a leader pushes back, or an employee gets emotional.
  • Adult-to-adult communicator. Treats employees as capable, not fragile. Delivers hard news cleanly without softening into mush or hardening into cruelty.
  • Field credibility. Earns trust on the jobsite through reliability and follow-through.
  • Principled judgment. Holds the line when policy and sympathy conflict. Distinguishes caring about an outcome from being responsible for one.
  • Original problem-solver. Has a real point of view on people practices. Pushes back when leadership is wrong, supports when leadership is right.
  • Self-aware operator. Knows their own tendencies and has built explicit practices to manage them.
  1. Core Responsibilities
E X E C U T I O N ( D O E R )
  • Run day-to-day HR: recruiting, onboarding, discipline, employee relations, offboarding
  • Coordinate with HR Council, payroll, and safety on cross-functional matters affecting employees and crews
  • Enforce policy consistently across field crews and office staff
  • Own compliance: federal and Ohio labor law, prevailing wage, OSHA recordkeeping, I-9, FMLA, ADA
  • Investigate and resolve employee relations issues with documented, defensible decisions
  • Maintain company handbook and policies
L E A D E R S H I P ( S U P E R V I S O R )
  • Manage and develop HR coordinators, recruiters, and generalists
  • Visible jobsite presence at active projects on a monthly cadence minimum
  • Partner with operations leadership on workforce planning and crew issues
  • Own employee evaluations, performance reviews, and ongoing training programs across the workforce
  • Serve as a steady, calm, and a neutral resource during escalations and crises

  1. Required Experience amp; Qualifications
  • Five to eight years of progressive HR experience, with at least three years supporting a non-corporate workforce: construction, manufacturing, distribution, military, mining, or similar trade-heavy environments. Pure office HR experience is not preparation for this role.
  • Demonstrated track record managing employee relations, terminations, investigations, and difficult conversations without drama or escalation.
  • Working knowledge of OSHA recordkeeping, workers compensation processes, drug and alcohol testing programs, and Ohio labor law (prevailing wage and ESOP exposure preferred).
  • PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Bachelor’s degree in HR, business, or related field, or equivalent operational experience.

Apply