HR Manager
AIR Control Concepts, Wichita, KS, United States
Title:
Human Resource Manager
Operating Company:
Building Controls and Services (BCS)
Location:
Wichita KS
FLSA Status:
Exempt
Salary Range:
70k – 100k
About
AIR Control Concepts, LLC. is a global platform of premier HVAC, electrical, & controls organizations operating across North America – now expanding into Europe, the Middle East, and Africa. Each company within the AIR family maintains its local culture and customer relationships, while gaining access to shared resources, advanced technology, strategic capital, and operational expertise.
Website: AIR Control Concepts | HVAC Partnerships, Growth & Support Across North America
This position will be with Building Controls and Services (BCS) – a member of the AIR Family. BCS is a trusted partner, through managing total cost of ownership (TCO), Building Controls and Services, Inc. (BCS), aspiring to be the number one provider of high‑value solutions that enable facility owners and managers to operate their buildings safely, comfortably, and efficiently.
Description
The Human Resources Manager is responsible for leading the Human Resources function, overseeing HR operations, and managing HR staff to ensure consistent, compliant, and effective delivery of HR services. This role serves as a strategic partner to leadership and exercises independent judgment and discretion in employee relations, policy interpretation, and organizational decision‑making. This role will report to the CPO, Regional Human Resources Director – Southwest, and will have direct reports including HR Generalists, Coordinators, or other HR support staff.
The HR Manager is accountable for both HR outcomes and team performance, ensuring alignment with company objectives, legal requirements, and best practices.
Additional duties may be assigned as needed to support business operations; however, such duties will be reasonable, job‑related, and consistent with the scope, level, and classification of the position.
Key Responsibilities
Team Leadership & Development
Directly manage and develop HR team members, including HR Generalists, Coordinators, or other support staff
Establish clear performance expectations, priorities, and accountability standards for the HR team
Conduct regular 1:1 meetings, coaching sessions, and formal performance evaluations
Provide ongoing training, mentorship, and professional development
Delegate responsibilities effectively while maintaining ownership of team output and results
Address performance concerns within the HR team, including corrective action as necessary
Ensure consistency, accuracy, and timeliness of all HR operations
Employee Relations & Investigations
Lead and manage employee relations matters, including complex and high‑risk situations
Conduct and oversee workplace investigations (e.g., harassment, discrimination, retaliation, policy violations)
Exercise independent judgment in determining findings and recommending appropriate action
Partner with leadership on disciplinary decisions, up to and including termination
Ensure all employee actions are properly documented and legally defensible
Promote fair, consistent, and compliant application of company policies
Compliance & Policy Management
Ensure compliance with all applicable federal, state, and local employment laws (including FLSA, FMLA, ADA, and EEOC regulations)
Develop, interpret, and enforce HR policies and procedures
Maintain and update the employee handbook and related documentation
Advise leadership on compliance risks and recommend mitigation strategies
Support audits, claims responses, and legal inquiries as needed
Strategic HR Partnership
Advise managers and leadership on employee‑related decisions, organizational structure, and workforce planning
Provide guidance on performance management, coaching, and employee development
Evaluate HR trends and metrics to inform decision‑making
Partner with leadership to improve employee engagement and retention
Recruiting & Workforce Planning Oversight
Oversee recruitment processes and partner with hiring managers on role development and hiring decisions
Ensure job descriptions, compensation structures, and hiring practices are consistent and compliant
Support and guide onboarding processes to ensure a structured and effective new‑hire experience
HR Operations & Systems
Oversee HRIS data integrity and employee recordkeeping (e.g., ADP Workforce Now and UKG)
Ensure proper maintenance of personnel files in compliance with legal requirements
Monitor and report on HR metrics such as turnover, headcount, and staffing trends
Ensure efficient and compliant HR processes across all supported locations
Benefits & Leave Coordination (Oversight)
Act as a liaison between employees and benefits/payroll teams
Oversee administration of employee leave programs (FMLA, disability, PTO)
Ensure compliance and consistency in leave practices across jurisdictions
Work Environment & Physical Demands
Office or hybrid environment depending on business needs
May require occasional travel to support multiple locations
Experience
Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)
5+ years of progressive HR experience, including employee relations and compliance
Demonstrated experience managing or leading HR staff
Strong working knowledge of U.S. employment laws and HR best practices
Proven ability to exercise independent judgment and handle sensitive matters
Preferred
SHRM‑CP, SHRM‑SCP, PHR, or SPHR certification
Experience in multi‑state operations
Experience with HRIS systems (ADP Workforce Now preferred)
Benefits
We offer a competitive and comprehensive benefits package, including:
Health & Wellness–
Medical, dental, vision, and life insurance coverage to support your well‑being.
Financial Security–
401(k) retirement plan with company match and short/long‑term disability coverage.
Work‑Life Balance–
Paid time off (PTO), paid holidays, and an employee assistance program (EAP).
Professional Development–
Ongoing training opportunities and support for continuing education.
The company provides equal employment opportunity in accordance with applicable laws and prohibits discrimination and harassment. Employment decisions are based on business needs and qualifications.
The company complies with disability laws and provides reasonable accommodations to qualified individuals.
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Human Resource Manager
Operating Company:
Building Controls and Services (BCS)
Location:
Wichita KS
FLSA Status:
Exempt
Salary Range:
70k – 100k
About
AIR Control Concepts, LLC. is a global platform of premier HVAC, electrical, & controls organizations operating across North America – now expanding into Europe, the Middle East, and Africa. Each company within the AIR family maintains its local culture and customer relationships, while gaining access to shared resources, advanced technology, strategic capital, and operational expertise.
Website: AIR Control Concepts | HVAC Partnerships, Growth & Support Across North America
This position will be with Building Controls and Services (BCS) – a member of the AIR Family. BCS is a trusted partner, through managing total cost of ownership (TCO), Building Controls and Services, Inc. (BCS), aspiring to be the number one provider of high‑value solutions that enable facility owners and managers to operate their buildings safely, comfortably, and efficiently.
Description
The Human Resources Manager is responsible for leading the Human Resources function, overseeing HR operations, and managing HR staff to ensure consistent, compliant, and effective delivery of HR services. This role serves as a strategic partner to leadership and exercises independent judgment and discretion in employee relations, policy interpretation, and organizational decision‑making. This role will report to the CPO, Regional Human Resources Director – Southwest, and will have direct reports including HR Generalists, Coordinators, or other HR support staff.
The HR Manager is accountable for both HR outcomes and team performance, ensuring alignment with company objectives, legal requirements, and best practices.
Additional duties may be assigned as needed to support business operations; however, such duties will be reasonable, job‑related, and consistent with the scope, level, and classification of the position.
Key Responsibilities
Team Leadership & Development
Directly manage and develop HR team members, including HR Generalists, Coordinators, or other support staff
Establish clear performance expectations, priorities, and accountability standards for the HR team
Conduct regular 1:1 meetings, coaching sessions, and formal performance evaluations
Provide ongoing training, mentorship, and professional development
Delegate responsibilities effectively while maintaining ownership of team output and results
Address performance concerns within the HR team, including corrective action as necessary
Ensure consistency, accuracy, and timeliness of all HR operations
Employee Relations & Investigations
Lead and manage employee relations matters, including complex and high‑risk situations
Conduct and oversee workplace investigations (e.g., harassment, discrimination, retaliation, policy violations)
Exercise independent judgment in determining findings and recommending appropriate action
Partner with leadership on disciplinary decisions, up to and including termination
Ensure all employee actions are properly documented and legally defensible
Promote fair, consistent, and compliant application of company policies
Compliance & Policy Management
Ensure compliance with all applicable federal, state, and local employment laws (including FLSA, FMLA, ADA, and EEOC regulations)
Develop, interpret, and enforce HR policies and procedures
Maintain and update the employee handbook and related documentation
Advise leadership on compliance risks and recommend mitigation strategies
Support audits, claims responses, and legal inquiries as needed
Strategic HR Partnership
Advise managers and leadership on employee‑related decisions, organizational structure, and workforce planning
Provide guidance on performance management, coaching, and employee development
Evaluate HR trends and metrics to inform decision‑making
Partner with leadership to improve employee engagement and retention
Recruiting & Workforce Planning Oversight
Oversee recruitment processes and partner with hiring managers on role development and hiring decisions
Ensure job descriptions, compensation structures, and hiring practices are consistent and compliant
Support and guide onboarding processes to ensure a structured and effective new‑hire experience
HR Operations & Systems
Oversee HRIS data integrity and employee recordkeeping (e.g., ADP Workforce Now and UKG)
Ensure proper maintenance of personnel files in compliance with legal requirements
Monitor and report on HR metrics such as turnover, headcount, and staffing trends
Ensure efficient and compliant HR processes across all supported locations
Benefits & Leave Coordination (Oversight)
Act as a liaison between employees and benefits/payroll teams
Oversee administration of employee leave programs (FMLA, disability, PTO)
Ensure compliance and consistency in leave practices across jurisdictions
Work Environment & Physical Demands
Office or hybrid environment depending on business needs
May require occasional travel to support multiple locations
Experience
Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)
5+ years of progressive HR experience, including employee relations and compliance
Demonstrated experience managing or leading HR staff
Strong working knowledge of U.S. employment laws and HR best practices
Proven ability to exercise independent judgment and handle sensitive matters
Preferred
SHRM‑CP, SHRM‑SCP, PHR, or SPHR certification
Experience in multi‑state operations
Experience with HRIS systems (ADP Workforce Now preferred)
Benefits
We offer a competitive and comprehensive benefits package, including:
Health & Wellness–
Medical, dental, vision, and life insurance coverage to support your well‑being.
Financial Security–
401(k) retirement plan with company match and short/long‑term disability coverage.
Work‑Life Balance–
Paid time off (PTO), paid holidays, and an employee assistance program (EAP).
Professional Development–
Ongoing training opportunities and support for continuing education.
The company provides equal employment opportunity in accordance with applicable laws and prohibits discrimination and harassment. Employment decisions are based on business needs and qualifications.
The company complies with disability laws and provides reasonable accommodations to qualified individuals.
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