Hanson Aggregates: Company Profile & Background Check FAQs

The Hanson name traces back to Hanson Trust, a British industrial conglomerate created in 1964 by James Hanson and Gordon White, which grew into one of the world's largest companies before refocusing on building materials as Hanson PLC. In 2007, Hanson PLC was acquired by Germany's HeidelbergCement, and its North American aggregates operations were combined with the Lehigh Cement business under the Lehigh Hanson name. In January 2023, Lehigh Hanson rebranded as Heidelberg Materials, aligning the North American business, including the Hanson Aggregates operations, with its global parent's identity.

Today, the business operates as part of Heidelberg Materials North America, which is headquartered in Irving, Texas. Heidelberg Materials is a leading North American supplier of cement, aggregates, ready mixed concrete, and asphalt, with more than 450 locations and approximately 9,000 employees across the region. The aggregates operations produce crushed stone, sand, and gravel from quarries and pits, supplying materials used in roads, bridges, commercial construction, and residential development.

Work at an aggregates producer spans quarry and plant operations, heavy equipment operation, truck driving and logistics, maintenance and skilled trades, quality control, sales, and administrative support. Because the work involves heavy machinery, mining-regulated sites, and commercial driving, many roles are safety-sensitive and subject to federal safety regulations, including oversight by the Mine Safety and Health Administration (MSHA) at quarry sites and Department of Transportation (DOT) rules for commercial drivers. These regulatory factors shape how employers in this industry typically approach screening.

Company culture and employee programs: The company emphasizes safety as a core value, which is standard across the aggregates and mining industry. Employees receive site-specific safety training, and equipment operators and drivers typically complete structured onboarding before working independently. Benefits vary by role, location, and union status where applicable, but employers of this scale commonly offer:

Candidates should confirm current benefits and requirements for a specific role during the hiring process.

Yes. Employers in the construction materials and mining industry, including Hanson Aggregates, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, proper disclosures, and adverse action procedures when a consumer reporting agency prepares the report. Roles regulated by the DOT carry additional screening and testing requirements.

Hanson Aggregates is generally reported to conduct background checks as part of its hiring process, consistent with standard practice across the construction materials industry. Quarry sites, plants, and driving roles involve significant safety and regulatory obligations, so screening is a routine step for employers in this sector. The exact scope of a Hanson Aggregates background check may vary by role, site, and location, so candidates should review the disclosure documents they receive.

While steps vary by position, the hiring process typically begins with an online application through the Heidelberg Materials careers site. Candidates may complete a phone screening followed by interviews with plant managers or supervisors. Applicants for driver and equipment operator roles may be asked about licenses, certifications, and experience with specific machinery. Candidates who receive a conditional offer are usually asked to consent to a background check, and safety-sensitive roles commonly require a pre-employment drug test and, in some cases, a physical evaluation before starting.

Turnaround time depends on the searches included, the responsiveness of courts and record custodians, and the number of jurisdictions in a candidate's history. Many background checks are finished within a few business days, while reports involving multiple county searches or verification of past DOT-regulated employment can take longer. Candidates can learn more by reviewing background check turnaround times.

The employer determines which searches to include. For roles at an aggregates producer like Hanson Aggregates, a background check may include some or all of the following:

Candidates should review their disclosure and consent forms to understand which searches apply to their role.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, most negative information older than seven years generally cannot be reported by consumer reporting agencies, though criminal convictions can often be reported further back under federal law, with exceptions for certain higher-salary positions. Some states impose stricter limits, so different searches within one report may carry different lookback windows.

The company does not publish a detailed policy on hiring candidates with felony records, and such decisions are typically made case by case. Employers commonly consider the nature and severity of the offense, the time elapsed, and the relevance to the role, particularly for safety-sensitive or driving positions. Many states and localities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records are encouraged to be honest on applications and prepared to discuss their background if asked.

Candidates will typically be asked to sign a written consent form before a background check is initiated. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Driver applicants may also need to supply their commercial driver's license details and prior employer information to satisfy DOT verification requirements. Accurate information helps prevent delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before running a report, and if they intend to take adverse action based on the results, they must provide the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information. For a deeper overview, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Hanson Aggregates may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.