Overview

Ragsdale Heating, Air, Plumbing & Electrical | Dallas, GA

Ragsdale Heating, Air, Plumbing & Electrical is seeking an experienced Human Resources Manager to join our growing team. This is a highly visible, hands-on leadership role responsible for supporting our employees and partnering with business leaders to build a high-performing, engaged, and people-first organization.

The HR Manager will oversee and execute key HR functions including employee relations, performance management, compliance, payroll and benefits support, HRIS administration, employee engagement, and leadership coaching. Just as importantly, this individual will serve as a trusted advisor to employees and leaders and a champion of the Ragsdale culture.

We're looking for someone who can balance the strategic and operational sides of HR - someone who is comfortable coaching a leader through a difficult employee situation one moment and rolling up their sleeves to solve an HR process issue the next.

What's In It for Me?

Competitive, market-based compensation $80,000-$95,000 annually, based on experience
Robust Paid Time Off (PTO) plan
Health, Vision, and Dental plans with options for you and your family
401(k) Retirement Plan with company match
Life Insurance, Short-Term Disability, and Long-Term Disability
Special program options including FSA, EAP, Legal Services, and Identity Theft Protection
Continuous training and professional development opportunities
Coached and supported career growth
A dynamic, collaborative, and fast-paced work environment
Opportunity to make a direct impact on our employees, leaders, and business

Responsibilities

What Will I Do?

HR Business Partnership & Leadership:

Partner with business leaders to develop and execute HR strategies that support operational and organizational goals.
Serve as a trusted HR advisor to managers, providing coaching and guidance on employee relations, performance management, organizational effectiveness, and people decisions.
Build strong relationships across the organization and maintain a visible, approachable presence with both field and office employees.
Help leaders proactively identify people challenges and develop practical solutions that support the business.
Support workforce planning, organizational changes, and employee retention initiatives.

Employee Relations & Performance Management:

Serve as an advocate and resource for both hourly and exempt employees.
Manage employee relations matters, including investigations, performance concerns, corrective action, conflict resolution, and policy interpretation.
Coach managers on effective employee communication, documentation, accountability, and performance conversations.
Administer and support the company's performance management process.
Partner with leadership to identify opportunities to improve employee engagement, retention, and overall employee experience.

Culture & Employee Engagement:

Serve as a culture ambassador by developing and supporting programs and activities that strengthen employee engagement and reinforce company values.
Partner with leadership to create an environment where employees feel connected, recognized, and supported.
Identify employee feedback and workplace trends and recommend solutions to improve the employee experience.
Support recognition programs, employee events, and other culture-building initiatives.

Compliance & HR Operations:

Ensure compliance with applicable federal, state, and local employment laws and company policies.
Maintain accurate and confidential employee records and HR documentation.
Conduct and support HR audits to ensure compliance with company policies, procedures, and regulatory requirements.
Maintain accurate employee data within the HRIS and ensure timely processing of employee changes.
Support payroll administration and resolve payroll-related questions or discrepancies.
Partner on benefits administration and employee communication regarding benefit programs.
Support leave administration, workers' compensation processes, and other employee programs as needed.
Identify opportunities to streamline HR processes and improve efficiency, accuracy, and the employee experience.

Qualifications

Do I Have What It Takes?

3–5+ years of progressive Human Resources experience, with exposure to multiple HR disciplines including employee relations, performance management, compliance, payroll, benefits, and HR operations.
Previous experience serving as an HR Manager, HR Business Partner, Senior HR Generalist, or similar role preferred.
Bachelor's degree in Human Resources, Business Administration, or related field preferred.
PHR certification required at minimum. SHRM-CP, SPHR, SHRM-SCP, or another advanced HR certification is a plus.
Strong knowledge of federal and state employment laws and HR best practices.
Experience conducting employee investigations and managing complex employee relations matters.
Experience coaching and advising frontline and senior leaders.
Working knowledge of compensation, benefits, payroll, and performance management practices.
Experience working with HRIS and payroll systems.
Strong verbal and written communication skills with the ability to communicate effectively at all levels of the organization.
Excellent judgment, discretion, and ability to handle confidential and sensitive information.
Highly organized with strong attention to detail and the ability to manage multiple priorities.
Approachable, solutions-oriented, and comfortable working in a fast-paced environment.
Experience supporting a field-based, skilled trades, home services, construction, or similar workforce is a plus.

Who Will Thrive Here?

You don't have to choose between being people-focused and business-focused - we need someone who is both.

You'll thrive in this role if you're comfortable being visible in the business, building relationships with employees, challenging and coaching leaders when necessary, and taking ownership when something needs to get done. You're proactive, practical, approachable, and understand that great HR isn't just about policies and processes - it's about helping leaders and employees succeed.

If you're looking for an HR leadership opportunity where you can have a meaningful impact on the culture, employees, and continued growth of the business, we'd love to meet you.

EQUAL EMPLOYMENT EMPLOYER

Wrench Group and its affiliates are proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, genetic information, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. The company encourages all qualified candidates who are eligible to work in the United States to apply, but it does not sponsor applicants or employees who require a visa to work legally.

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