Job description

Forgen is dedicated to building a better future - for generations. Location: Houston; Denton, TX Position Summary The Field Human Resources Generalist delivers consistent People Operations support across the employee lifecycle for assigned offices, regions, and jobsites. The role combines centralized HR service delivery with hands-on field support by coordinating onboarding and pre-employment requirements, processing employee changes, maintaining records, addressing routine employee and supervisor questions, supporting employee-relations intake, and implementing People programs. The position applies established policies and procedures, provides local context and follow-through, and escalates complex, sensitive, high-risk, or precedent-setting matters to the Senior Human Resources Generalist or People Operations leadership. Primary role focus: End-to-end Level 2 HR service delivery, including centralized employee-lifecycle execution, regional relationships, and jobsite support. Forgen Overview Forgen is a leading geotechnical and specialty civil construction company operating across North America. We are dedicated to delivering innovative solutions for complex civil, geotechnical, and environmental challenges, guided by our core values: We Do What We Say, We Are Passionate About Our Work, We Are One Team, We Work Smart, and We Do The Right Thing. Key Responsibilities Serve as a day-to-day HR contact for assigned employees, supervisors, offices, and jobsites; resolve routine questions regarding People processes, policies, employee records, and resource routing, and escalate matters outside established authority. Build effective working relationships with project managers, superintendents, craft supervisors, employees, and centralized People partners to ensure local needs are understood and addressed. Coordinate onboarding from accepted offer through completion of pre-employment, employment eligibility, orientation, employee record, jobsite badging, and client-clearance requirements in partnership with the People Coordinator, Talent Acquisition, HRIS, Payroll, Benefits, Safety, and hiring leaders. Process and track approved employee lifecycle changes, including transfers, reporting relationships, locations, compensation, leaves, status changes, layoffs, terminations, resignations, and rehires. Coordinate drug screens, physicals, background checks, project or client clearances, employment verifications, and other third-party or jobsite requirements. Provide guidance on standard policies and procedures, document employee-relations concerns, and support initial fact gathering; assist with interviews, records collection, and follow-up actions under the direction of the assigned investigation lead. Support leave and accommodation intake by gathering required information, communicating process expectations, and partnering with the Benefits/Leave team; do not independently approve or deny leave or accommodations. Coordinate approved offboarding and termination logistics, unemployment claim information, exit documentation, and handoffs to HRIS, Payroll, Benefits, Safety, and other partners. Maintain complete and accurate employee files, case intake notes, trackers, forms, and supporting documentation in accordance with retention, confidentiality, and access requirements. Prepare recurring reports, audit data, monitor pending items, identify recurring service gaps or workforce trends, and communicate findings to People Operations leadership. Support workforce-planning discussions by gathering hiring and staffing needs from operations leaders and providing regional, field, and jobsite context to Talent Acquisition. Coordinate local implementation of policy updates, open enrollment, training, engagement activities, compliance initiatives, and People programs. Provide procedural guidance and task direction to the People Coordinator for assigned activities without serving as the position manager unless separately assigned. Partner with the HRIS Analyst on transactions, data corrections, workflow issues, reporting needs, and recurring system trends; do not independently alter system configuration or security. Travel to assigned offices and jobsites to maintain appropriate visibility and perform additional assignments as directed. Basic Qualifications Bachelor degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience. Two to four years of HR generalist, employee-facing HR, or employee-lifecycle experience. Working knowledge of HR practices and core requirements related to EEO, wage and hour, leave, accommodations, workers compensation, employee records, and employee relations. Experience using an HRIS/HCM platform and Microsoft Office, including Excel and Outlook. Strong interpersonal, organization, documentation, customer service, problem-solving, and written and verbal communication skills. Ability to manage multiple priorities, work effectively with office and field employees, maintain confidentiality, apply established procedures, and escalate appropriately. Ability to travel to offices and jobsites, including occasional overnight travel, and safely work in active construction environments. Valid driver license, motor vehicle record meeting company standards, and ability to drive on company business. Preferred Qualifications Experience in construction, industrial services, field operations, a craft workforce, or a multi-site or geographically dispersed organization. Experience with ADP, Viewpoint, benefits or leave intake, certified payroll, prevailing wage, client clearance, or craft onboarding requirements. SHRM-CP or PHR certification. Physical Demands & Work Environment This role is office/hybrid and includes regular travel to active construction jobsites. The employee must be able to wear required PPE and safely navigate uneven terrain, active work areas, and temporary field office conditions. Site conditions may include extended standing or walking and exposure to heavy equipment, dust, fumes, chemicals, and extreme weather. Office work requires frequent computer use and effective communication. This job description outlines the general scope of work and is not exhaustive. Employees may be assigned additional duties as needed. Requirements may be adjusted to accommodate disabilities, except where they pose a direct safety risk. Perks and Benefits Forgen offers a comprehensive benefits package, including medical, dental, vision, retirement plans, bonuses, paid time off, and more. We support a flexible work model for most non-craft positions and provide additional benefits like education assistance, wellness programs, and employee awards. Equal Opportunity Forgen is an equal-opportunity employer and prohibit s discrimination based on any legally protected status. Privacy Policy At Forgen, we are committed to protecting your privacy. We collect and use your personal data to manage the recruitment process, including assessing your application, verifying information, and, if applicable, entering into an employment contract. Your information may be shared with authorized third parties who perform services on our behalf, such as background checks, and only where permitted by law. We implement appropriate security measures to safeguard your information and retain it only as long as necessary for recruitment and legal purposes. You have the right to access, correct, or request deletion of your data, and to withdraw your consent at any time where applicable. For questions or to exercise your rights, please contact hr@forgen.com . California Privacy Policy Agency Policy

Requirements

Must-haves

Forgen is dedicated to building a better future - for generations. Location: Houston; Denton, TX
Primary role focus: End-to-end Level 2 HR service delivery, including centralized employee-lifecycle execution, regional relationships, and jobsite support.
Forgen Overview
Build effective working relationships with project managers, superintendents, craft supervisors, employees, and centralized People partners to ensure local needs are understood and addressed.
Process and track approved employee lifecycle changes, including transfers, reporting relationships, locations, compensation, leaves, status changes, layoffs, terminations, resignations, and rehires.
Coordinate drug screens, physicals, background checks, project or client clearances, employment verifications, and other third-party or jobsite requirements.
Support leave and accommodation intake by gathering required information, communicating process expectations, and partnering with the Benefits/Leave team; do not independently approve or deny leave or accommodations.
Coordinate approved offboarding and termination logistics, unemployment claim information, exit documentation, and handoffs to HRIS, Payroll, Benefits, Safety, and other partners.
Maintain complete and accurate employee files, case intake notes, trackers, forms, and supporting documentation in accordance with retention, confidentiality, and access requirements.
Prepare recurring reports, audit data, monitor pending items, identify recurring service gaps or workforce trends, and communicate findings to People Operations leadership.
Support workforce-planning discussions by gathering hiring and staffing needs from operations leaders and providing regional, field, and jobsite context to Talent Acquisition.
Coordinate local implementation of policy updates, open enrollment, training, engagement activities, compliance initiatives, and People programs.
Provide procedural guidance and task direction to the People Coordinator for assigned activities without serving as the position manager unless separately assigned.
Partner with the HRIS Analyst on transactions, data corrections, workflow issues, reporting needs, and recurring system trends; do not independently alter system configuration or security.
Travel to assigned offices and jobsites to maintain appropriate visibility and perform additional assignments as directed.
Bachelor degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
Two to four years of HR generalist, employee-facing HR, or employee-lifecycle experience.
Working knowledge of HR practices and core requirements related to EEO, wage and hour, leave, accommodations, workers compensation, employee records, and employee relations.
Experience using an HRIS/HCM platform and Microsoft Office, including Excel and Outlook.
Strong interpersonal, organization, documentation, customer service, problem-solving, and written and verbal communication skills.

Nice-to-haves

Experience in construction, industrial services, field operations, a craft workforce, or a multi-site or geographically dispersed organization.
Experience with ADP, Viewpoint, benefits or leave intake, certified payroll, prevailing wage, client clearance, or craft onboarding requirements.
SHRM-CP or PHR certification.
Physical Demands & Work Environment

Application prep

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Benefits

Benefits detected in the listing.

Dental

Vision

Paid Time Off

Wellness