Human Resources Assistant Manager – Labor Relations & Training (Req #: 485) - Military veterans preferred

Why Join Our Team

At Lyles Services Co., a subsidiary of Lyles Construction Group, of we take pride in our employee and client-centric culture. Our employees and customers are at the forefront of everything we do and how we operate our business. Safety is our top priority and we work hard to ensure everyone goes home to their loved ones each day.

We are looking for ambitious individuals to join our team, who are passionate about their performance and who will continue to execute and believe in our core values of:

1. Teamwork: We recognize our primary asset is our people. Mutual respect provides the foundation for our success.
2. Integrity: Our work is performed with high standards of service, quality, and integrity and because of this, we have had the privilege to lead some of the most innovative projects in California.
3. Commitment: We understand that lasting relationships are the lifeline of our business so we pay personal attention to our clients by focusing on them as collaborative partners.

If you are looking for a company who will value you and provide you with great employee benefits, training and development opportunities, career growth and the opportunity to be a part of something bigger, then Lyles Services Co. is right for you!

Job Purpose

The Assistant HR Manager – Labor Relations & Training is a critical role responsible for advancing employee relations strategies, ensuring labor compliance, and delivering high-impact training and development programs across multiple subsidiary companies. This role partners closely with the HR Manager and HR Director to support complex employee relations matters, promote a fair and consistent workplace, and foster a culture of growth, accountability, and inclusion.

As part of a broader HR structure, this role is designed for an experienced HR professional who has deliberately shaped their career around labor relations, employee engagement, and capability building. Success in this role requires strategic insight, strong facilitation skills, and a proactive, collaborative mindset that blends compliance with culture.

Essential Duties and Responsibilities

Essential duties and other responsibilities include, but are not limited to, the following:

Labor Relations & Employee Relations

1. Provide day-to-day guidance to supervisors and administration on performance management, corrective action, coaching conversations, terminations, and conflict resolution.
2. Conduct and lead thorough, well-documented investigations into employee concerns or policy violations; prepare findings and recommendations.
3. Ensure guidance and support to supervisors is aligned with Master Labor Agreements (MLAs).
4. Conduct exit interviews during off-boarding.
5. Analyze ER metrics, exit trends, and grievance themes to identify risks and recommend preventive interventions (e.g., training, policy clarification, process improvement).

Training, Learning & Development

1. Build the annual training plan across compliance, onboarding, and capability building (e.g., new-manager fundamentals, respectful workplace/harassment prevention, coaching & feedback, support continuous improvement training plans).
2. Coordinate instructional design, delivery (live/virtual), and HR administrator in partnership with HRIS & HR Ops; evaluate effectiveness using participation/completion and impact metrics.
3. Lead training initiatives that build foundational leadership skills (e.g., respectful workplace, emotional intelligence, coaching techniques, and progressive discipline).
4. Enable performance & development practices (career paths, growth frameworks) in partnership with the HR Analyst; equip managers with toolkits and micro-learning.

Employee Experience & Culture

1. Design pulse checks and feedback loops; synthesize themes and drive action plans with leaders.
2. Partner on events/recognition to reinforce culture and inclusion in collaboration with the Sr. HR Administrator (events/onboarding).
3. Maintain policy library content for ER-related topics; draft communications and quick-guides for managers and employees.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Required Education and Experience

1. Bachelor’s degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field.
2. 5+ years of progressive HR experience, with a strong concentration in employee relations, investigations, and labor relations.
3. Demonstrated experience designing and delivering training programs; experience managing content in a Learning Management System (LMS) strongly preferred.
4. In-depth working knowledge of employment laws, grievance/arbitration processes, and labor relations principles (e.g., NLRA, NLRB, ADA, FMLA, EEO, FEHA).
5. Proven ability to build trust, resolve conflicts, and influence outcomes with professionalism and discretion.
6. Strong facilitation and coaching skills, with a passion for developing people and fostering inclusive environments.
7. Proficiency with Microsoft 365 (Teams, PowerPoint, Excel) and HR systems; ability to interpret and present data to support recommendations.
8. Travel as needed.

Preferred Qualifications

1. SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
2. Completion of formal training in investigations, mediation, or labor relations (e.g., Cornell ILR, NELI, or equivalent).
3. Experience in multi-site or unionized environments.

Competencies

To perform this job successfully, an individual should demonstrate the following competencies:

1. Effective Communication
2. Collaboration
3. Initiative
4. Thoroughness
5. Conflict Management
6. Personal Integrity

Physical Requirements

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is occasionally required to stand and walk. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.

Office - The noise level in the work environment is usually moderate.

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

The Company is an Affirmative Action and Equal Opportunity Employer/Veterans/Disabled. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. Equal Employment Opportunity Posters if you’d like to view a copy of the company’s affirmative action plan or policy statement, please email HumanResources@lylessc.com. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail HumanResources@lylessc.com or call toll-free 559-441-1900.

This email and phone number is created exclusively to assist disabled job seekers whose disability prevents them from being able to apply online. Only messages left for this purpose will be returned. Messages left for other purposes, such as following up on an application or technical issues not related to a disability, will not receive a response.

Notice to Staffing Agencies

The Company will not accept unsolicited resumes from any source other than directly from candidates. Any unsolicited resumes sent to the Company, including via mailing address, fax machine, email, or directly to employees, will be considered the property of the Company. The Company will not pay any fee for placements resulting from unsolicited resumes. The Company will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees.

Agencies must receive advance written approval from the Company’s recruiting representative before submitting resumes, and only in conjunction with a valid, fully executed contract for service and in response to a specific job opening. The Company will not pay fees to any Agency without such an agreement in place. Agency agreements must be in writing and signed by the Human Resources Representative or their designee; no other Company employee is authorized to enter into agreements regarding candidate placements on behalf of the Company. Please send any questions or concern to HumanResources@lylessc.com.