Human Resources Director
3 weeks ago
The Director of Human Resources provides leadership through the management of a comprehensive human resources office, including talent acquisition, retention, and employment services, performance management, benefits administration and counseling, classification, compensation, and salary administration, training and staff development, regulatory compliance, employee relations, and human resource information systems and records management in the construction services sectors with a projected 500+ headcount.
Description of Duties/Tasks Required to Accomplish Essential Functions:
Oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
Member of the Executive team responsible for creating and executing the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Manage staffing and recruiting needs; develops and executes best practices for hiring and retention.
Consistent and equitable application of human resource policies, procedures, and government regulations by advising senior managers about the applicable policies, procedures, and regulations, providing training for supervisors, and enforcing personnel policies and procedures across a combination W2 and 1099 workforce.
Coach employees and supervisors regarding performance and disciplinary issues, administers progressive discipline and grievance procedures consistently, listens to employee and supervisor concerns, conducts investigations as needed, and recommends a plan of action. Required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Maintain knowledge of trends, best practices, regulatory changes, and innovative technologies in human resources, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to upper management.
Develop and implement comprehensive compensation, benefits and recognition plans that are competitive and cost-effective. Advise and supervise the implementation and administration of employee benefits programs, communicating information about programs and services to employees and to all levels of management, working with benefit plan consultants and vendors.
Establish and implement internal and external efforts that effectively communicate and support the company’s mission and strategic vision and position as an employer of choice.
Maintain strong physical presence and approachability with employees and executive team peers to understand human capital needs.
Drive employee communication and feedback initiatives with the goal of building positive, motivated, and engaged teams including employee satisfaction surveys and facilitating improvement plans.
Maintain strong onboarding program to minimize time to productivity.
Develop, prepare, generate, and analyze ongoing and ad-hoc special reports pertaining to employee personnel information and data, including issues such as benefits costs, staffing levels/deployment, turnover, absenteeism, applicant tracking, compensation, etc.
Successful Candidates will possess the following personality and skillset dimensions:
Technically sound in all dimensions of a director-level HR position, with particularly strong people skills.
Capable of being the HR partner and advisor to a successful, self-made construction services CEO.
Proven manufacturing and/or construction background: firm but consistent and fair. Experienced working with a combination of W2 and 1099 hourly employees.
Effective leadership skills and an ability to influence a culture that embraces hard work in a tough climate and welcomes strong opinions.
Diplomatic: Confident, respectful agent of change endeavoring to bridge communication with long-term employees, recent hires, prospective acquired business unit leaders and PE partners.
A builder: Challenged to deploy a full suite of best-in-class HR practices across first-generation family-owned businesses.
Strategic: Capable of leading the HR function in support of aggressive multi-site regional growth targets – both through acquisition and organically – resulting in a personnel headcount of 500+
Technically savvy: Capable of leading the evaluation, selection, and deployment of a top-tier HRIS system.
Skills Required:
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Thorough understanding of state and federal laws concerning employee benefits and payroll.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and critical thinking skills.
Strong supervisory and leadership skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to function well in a high-paced and at times stressful environment.
Proficient with Microsoft Office Suite or related software and leading HRIS products
Education and Experience
:
Bachelor’s degree in human resources, Business Administration, or related field, or equivalent experience.
Minimum 7-10 years of progressively responsible experience in human resources.
Minimum 5 years in a light industrial or construction environment required
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