Director, Human Resources

The Director, Human Resources will be responsible for both the day-to-day operations and the long-term strategic direction of the Human Resources department and assists in implementing the company’s expanding HR Programs. This role is critical to the achievement of the company’s growth and strategic objectives. The Director, Human Resources will plan, lead, direct, develop, and coordinate the policies, procedures and activities ensuring legal compliance and alignment with the organization’s goals. The Director, Human Resources will be an essential partner to each function area, being decidedly proactive in proposing and implementing people solutions that provide growth paths, build efficiencies, and enable the organization to capitalize upon opportunities. The Director, Human Resources will be accountable for managing the following: Acts as a strategic partner to the leadership team in setting the overall direction of the company. Directs the overall human resources activities within the organization, establishing appropriate policies and initiatives that enable the Company to maximize the potential contributions of its associates. Assists in developing budget per company operating plan guidelines and executes initiatives (process improvement, talent development, attracting and retaining talent, etc.). Develops recruiting strategy to ensure the company is bringing on top talent in accordance with aggressive growth objectives. Leads the staffing and recruiting programs, ensuring the availability of associates to satisfy current needs, as well as projected “critical skills” that may be necessary as the company continues to expand service offerings and capabilities. Organizes new hire orientation, onboarding, and training. Functions as a member of the operation’s senior management team, bringing ideas and integrating human resources considerations that enhance the Company’s operations. Provides guidance/direction on matters pertaining to organizational design, employee hiring, termination, transfer, evaluation, training, and disciplinary actions as the company grows. Develops and supports proactive associate relations and communications programs ensuring that associate problems are addressed, and that the workforce continues to be well informed of the company’s performance, commitment to customer satisfaction, and future objectives. Will coach the other managers in the company on communications to the employees. Will develop and provide the company’s internal communication structure to support the leadership communication process with the associates including periodic survey for employee feedback. Introduces and administers metrics and processes to more clearly identify strong contributors to the Company’s success, as well as provide insights into how less accomplished performers may be able to strengthen their own contributions. Reviews and assesses company’s HR and Talent Management systems for expanded scale over next 3-5 years. Creates and delivers a program focused on leadership training and development for executive and leadership teams. In conjunction with the Operations team, ensure robust, visually based operations training program is in place for all levels of the field organization. Provides management consultation and support on all human resources matters. Keeps abreast of all legal issues affecting the human resource’s function and participates in developing and/or changing policies as needed. Demonstrates continuous effort to improve operations, decrease cycle time and streamline workflow processes. Develops and sustains a culture of safety, quality compliance, and professionalism. Will collaborate with IBEW Collective Bargaining Agreement (CBA) Administrator to ensure proper set up of signatory agreements with local unions for projects and storm work, maintaining of union classifications, rates, and fringe benefits and proper reporting to local unions. Ensures a consistent application of human resources policies, procedures, and practices, including: Assisting Compliance Officer with HR related issues, managing them to closure. Employee records and files: personnel, medical, driver qualification and 401k. Drug and alcohol program and compliance with Federal and applicable State regulations. Mandatory Federal reporting requirements (EEO-1, etc.) and defense of regulatory agency charges (Wage and Hour, EEOC, etc.). SUCCESSFUL CANDIDATE OVERVIEW The Director, Human Resources is a fulfilling and challenging role requiring an individual with forward-looking human resources experience, high ethical standards, and a solid moral compass. This position has a high level of visibility within the organization, and it is essential that the successful candidate is a proven professional who will display competence and confidence in interactions at all levels within the organization. Toward that end, the Director, Human Resources will be proactive - anticipatory in identifying issues and opportunities - and be a problem solver. The management team will draw upon the skills and abilities of the Director, Human Resources, to help address a wide range of business issues. With the demands placed upon the successful candidate’s time, a high energy level and positive work ethic will be essential, as well outstanding communications skills. It is imperative that candidates are a skilled HR professional who can function as a “business partner” capable of demonstrating functional competency, leadership, and decision making, while addressing numerous, high priority initiatives that strengthen organization and overall business proposition. Specifically, the following profile will be used to screen and evaluate the background, experience, competencies, and personal attributes of potential candidates: Ten plus (10+) years of human resources experience gained within a progressive company. Experience should encompass union environments and responsibility of a significant HR staff. Slight preference is to attract candidates with successful experience with power or telecommunications industry experience. Capable of functioning as a key member of the management team and interacting productively with other function heads. (Perceived as a “business partner,” balances both sides of an issue and applies a sense of “fair play” to solutions.) Demonstrated ability to define problems, collect data, establish facts, and draw valid conclusions; ability to apply practical and logical thinking to a wide range of complex problems. Skilled in analyzing an organization, its structure, talent level, strengths, and weaknesses and developing initiatives to integrate business objectives into individual performance plans. Committed to continuous improvement. “Generalist” skills are imperative and should encompass “hands-on” experience in most of the following areas: HR planning Employee relations Employee communications Succession planning Training & education Retention management EEO/affirmative action & other compliance activities Labor relations EH&S Regulatory Compliance Well versed in all areas of federal and multi-state regulations. Can provide the necessary guidance to ensure compliance and minimize risk to the Company. Background developing policies, processes, and procedures, as well as employee handbooks and other employee communication tools. Outstanding personal communications skills, both verbal and written. Relates well to all organizational levels and can present to diverse audiences. Must be reliable, self-motivated, and able to deal with stressful situations and timelines while maintaining a professional and non-confrontational attitude. QUALIFICATIONS EDUCATION: B.S. degree in human resources, labor relations, business, psychology, or a related discipline required. Advanced degree is preferred as is a human resources certification (PHR, SPHR, etc.) CHARACTERISTICS: The ideal candidate for this position would have the following strengths: Engaged, passionate and enthusiastic, coupled with strong results-orientation. Takes pride in one’s reputation, presentation, and contribution. Ability to inspire others and quickly engender trust and confidence. A professionally secure and collaborative team player and natural leader Superior written and verbal skills with the ability to explain rather than mandate. Present credibly and diplomatically at all levels of the organization with a talent for tailoring style effectively for various groups and stakeholders. Highly organized and self-directed approach to work, extensive project management experience, and uncompromised attention to detail in planning and execution Unimpeachable ethics. An ability to develop and advocate for positions as well as execute if another direction is chosen. Adaptability and flexibility to respond to unexpected events or changes in conditions. Competitive, high energy, and endless stamina

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