HR Manager

Dashiell, an operating unit of Quanta Services (trading as PWR), is a leading national provider of technical and construction services supporting critical electric infrastructure. We serve electric utilities, power generation, industrial, renewable, and energy markets with integrated capabilities spanning planning and system studies, engineering and design, maintenance and testing, program management, construction, and turnkey EPC delivery.

With more than 60 years of experience executing large, complex projects, Dashiell specializes in medium- and high-voltage electrical infrastructure and delivers safe, reliable solutions across the full project lifecycle. Backed by the scale, resources, and safety culture of Quanta Services, Dashiell partners with clients to build and maintain the infrastructure that powers communities and economies. Learn more at www.dashiell.com.

Primary Function:

The HR Manager, Construction serves as the dedicated HR business partner to Dacon's construction operations, working within Dashiell's HR function and supporting Dacon as a shared service. The role aligns HR strategy with the goals of the construction business, with responsibility for employee and labor relations, workforce planning, talent and succession, and change management for the construction workforce, including its union craft labor. The position will work between Dashiell's headquarters at 12301 Kurland Drive, Houston, Texas and our Deer Park office located at 1300 Underwood, Deer Park, Texas and will report to Dashiell's VP, Human Resources.

Duties & Responsibilities

Employee may be called upon to perform any or all of the following functions:

• Serve as the primary HR business partner to Dacon's construction leadership, aligning people strategy with the construction business's objectives.
• Provide labor relations support for the construction workforce, including the interpretation and day-to-day administration of the applicable collective bargaining agreement(s), including provisions governing seniority, job classifications, job postings, scheduling, overtime, referrals, and discipline.
• Advise and support operations leadership on union matters, grievances, and workforce issues in a union and craft environment. Serve as the primary HR contact for union representatives and maintain constructive working relationships with union and field leadership.
• Lead and resolve complex employee relations matters within construction, including impartial investigations, performance issues, and disciplinary actions consistent with the applicable collective bargaining agreement(s) and company policy. Maintain timely, accurate documentation and coordinate sensitive matters with the VP, Human Resources and legal counsel as appropriate.
• Manage the grievance process, including contract deadlines, fact gathering, documentation, meetings, and follow-up; support legal counsel and leadership in arbitration preparation.
• Coordinate the local implementation and communication of contract changes negotiated at the national level.
• Coach and train operations leaders, superintendents, and supervisors on collective bargaining agreement requirements, consistent policy application, employee concerns, performance management, and disciplinary procedures.
• Partner with the VPs of Operations and superintendents on workforce planning, headcount, and project-based staffing needs. Coordinate project mobilization, transfers, and demobilization with operations and applicable union referral and seniority provisions.
• Drive talent management, succession planning, and leadership development for the construction workforce.
• Partner with Talent Acquisition to support construction and craft workforce hiring and pipeline needs.
• Partner with the broader HR team to deliver integrated, shared-service HR support to the construction workforce. Coordinate onboarding, benefits, leave administration, and HR system records with the responsible HR teams; partner with Payroll on contract wage rates, classifications, and benefit contributions.
• Provide leadership and direction to any HR or coordination resources supporting construction.
• Use workforce data and metrics to identify trends and recommend solutions to construction leadership. Monitor staffing readiness, turnover, grievance volume and resolution timeliness, and recurring employee relations issues.
• Conduct periodic visits to construction sites and project locations to maintain strong partnership with field teams.
• Ensure HR compliance across the construction workforce, including applicable labor, wage, and employment regu