Senior Human Resources Manager

Senior Human Resources Manager

Omaha, Nebraska

Reports to: Operating Company Vice President of Finance

Marick Mechanical

Role Overview

Marick Mechanical is seeking an entrepreneurial Senior Human Resources Manager to build and professionalize the entire human resources function from the ground up. Marick is a dynamic, fast-growing $50+ million mechanical services company with operations across numerous states and four distinct business units, and is investing in transformative leadership to reach a $100 million revenue goal over the next three to five years. This is a foundational leadership role: as the dedicated HR leader in the business, the Senior Human Resources Manager will design and stand up the people infrastructure — talent acquisition, compliance, compensation and benefits, performance management, and culture — that a company of this scale and ambition requires.

This role is for a builder. The ideal candidate is energized by the prospect of creating a function where little exists today, comfortable moving from strategy to hands-on execution, and eager to establish the systems, policies, and practices that will let Marick scale with discipline. Just as important, this leader will serve as a true partner to the operating company President, Vice President of Finance and senior leadership team — advising on organizational design, workforce planning, and leadership development while championing the values and culture that make Marick an employer of choice in the trades.

Core Responsibilities

HR Function Build-Out & Professionalization

Stand up and professionalize the human resources function from the ground up, creating the infrastructure to support disciplined, strategic growth.

• Assess the current state of people practices and build the foundational HR infrastructure — systems, policies, processes, and documentation — required to support a multi-state, multi-business-unit organization.
• Develop and implement a scalable HR strategy aligned with business goals, growth plans, and the path to $100 million in revenue.
• Implement, and administer core people systems, including HRIS and performance management platforms, in collaboration with Finance and Operations.
• Lead and support change management initiatives that reflect Marick's core values and mission.

Success looks like: A defined, well-documented HR function with the systems and processes in place to scale confidently, replacing ad hoc practices with repeatable, professional standards.

Strategic HR Leadership & Leadership Partnership

Serve as a trusted advisor to the President, Vice President of Finance and senior leadership team on the people decisions that drive the business.

• Partner with the executive team on organizational design, succession planning, leadership development, and workforce planning.
• Translate operational and growth priorities into clear people strategies and initiatives.
• Support managers through coaching, conflict resolution, and team development.
• Advise leadership on people risks, opportunities, and investments with a practical, business-first lens.

Success looks like: Leadership makes better, faster people decisions with HR as a genuine strategic partner rather than a back-office function.

Talent Acquisition & Retention

Build the recruiting and development engine that keeps field and office roles filled with strong talent.

• Build a proactive recruiting strategy to support hiring needs across field and office roles (technicians, project managers, sales, and administrative staff).
• Establish partnerships with local trade schools to attract emerging talent.
• Create clear career paths, Individual Development Plans (IDPs), and performance management frameworks tailored to specific trades.
• Develop distinct training and professional roadmaps for teammates, reducing turnover and positioning Marick Mechanical as the industry's top destination for talent.
• Oversee onboarding, offboarding, and end-to-end employee lifecycle management.
• Implement and oversee performance review processes, ensure compliance, and foster continuous performance improvement.

Success looks like: Reduced turnover, faster time-to-fill, and a growing pipeline of skilled talent drawn to Marick as an employer of choice.

Compliance & Risk Management

Protect the business with sound, well-documented employment practices across every jurisdiction Marick operates in.

• Ensure adherence to federal, state, and local labor laws and regulations across all operational jurisdictions.
• Manage employment-related policies, including workers' compensation, harassment prevention, and termination procedures.
• Maintain and update HR policies, employee handbooks, and documentation to ensure legal and organizational compliance.

Success looks like: A compliant, well-documented employment environment with minimized people-related risk across all four states of operation.

Compensation & Benefits

Design competitive, sustainable rewards that attract and retain talent while supporting profitability.

• Benchmark and design competitive compensation structures that attract, motivate, and retain talent while supporting company profitability.
• Manage employee benefit programs — including health, dental, 401(k), PTO, and other perks — ensuring competitive and consistent offerings across branches.
• Oversee payroll processes and HRIS systems in collaboration with Finance and Operations.

Success looks like: Compensation and benefits that are competitive, equitable across branches, and financially sustainable.

People Operations & Culture

Champion the culture and use data to drive continuous improvement in the employee experience.

• Champion and embody Marick's company values, fostering a positive, team-oriented culture.
• Establish and monitor HR KPIs — such as turnover, employee engagement, time-to-fill, and training hours — to inform decision-making.
• Build the feedback and engagement mechanisms that keep leadership close to the health of the workforce.

Success looks like: A measurable, positive culture where people decisions are informed by data and aligned to Marick's values.

Qualifications

• Proven experience in strategic HR leadership, preferably in multi-state, union operations.
• Strong knowledge of federal, state, and local labor laws and compliance requirements.
• Demonstrated success in talent acquisition, workforce planning, and retention strategies.
• Experience implementing HRIS, performance management, and onboarding systems.
• Excellent communication, leadership, and interpersonal skills.
• Ability to develop and execute HR initiatives aligned with organizational goals.
• Bachelor's degree required.

What Sets the Ideal Candidate Apart

• Entrepreneurial mindset — genuinely excited by the prospect of building the HR function from the ground up rather than maintaining an established one.
• A true partner to the leadership team, able to earn trust with the President, Vice President of Finance and senior leadership team and influence without relying on authority.
• Comfortable moving fluidly between strategy and hands-on execution in a lean, decentralized environment.
• Bias to action and the resourcefulness to "figure it out" with limited existing infrastructure.
• Construction, trades, or field-services experience, and the credibility to partner with technicians and project managers as readily as with executives.
• A builder's instinct for scalable, disciplined systems balanced with big-picture business awareness.

Why This Role

This role is ideal for an entrepreneurial HR leader who wants to make an immediate, lasting impact — someone who sees a blank canvas as an opportunity, not an obstacle. The Senior Human Resources Manager will build the people foundation for Marick Mechanical's next phase of profitable growth and become a core member of the leadership team shaping how the company scales.