Human Resources Director

Are you a strategic HR leader who understands how people, leadership, and organizational systems drive business performance? Do you enjoy developing leaders, building scalable people practices, and translating strategy into practical action? Gordon Electric Supply is seeking a Human Resources Director to lead its people strategy during an important period of organizational growth. Reporting to the CFO and leading a team of three, this position will serve as a peer and strategic partner to senior leadership while strengthening the systems Gordon uses to hire, develop, manage, and retain its people. This is an opportunity for a business-minded HR leader who can think strategically, execute practically, and help make Gordon’s culture and leadership practices a competitive advantage. About Gordon Electric Supply Gordon Electric Supply supports the electrical professionals who build and maintain the systems that power businesses and communities. As the company grows, Gordon remains committed to operational excellence, strong customer relationships, and creating sustainable opportunities for its team. Independently operated, family-owned, and professionally managed, Gordon has built its brand and performance-oriented culture around reliability. This position is based in Gordon’s modern, three-year-old facility in Mokena, Illinois. Why Gordon? People are drawn to Gordon’s warm, team-oriented environment, and they stay because growth makes the work engaging. As the company evolves, employees have opportunities to advance or expand their responsibilities and grow within their roles. Contributions are valued, and employees’ lives outside of work are respected. Employees are encouraged to share ideas, communicate candidly, and contribute to continuous improvement. Gordon is a mission-driven organization where team members in every role are expected to work with purpose and create value for internal and external customers. Its culture is grounded in trust and compassion, a commitment to developing people, and genuine work-life balance, with very little after-hours or weekend work expected. The Human Resources Director will join a leadership team that values HR as a true business partner and is prepared to invest thoughtfully in the people, technology, and systems needed to support Gordon’s continued growth. What You’ll Lead Translate Gordon’s business strategy and priorities into a practical, company-wide people plan, then facilitate the alignment, communication, and follow-through needed to move that plan into action. Serve as a peer and strategic partner on the senior leadership team while remaining visible and hands‑on across the business, helping leaders identify blind spots, understand root causes, and anticipate organizational and people-related challenges. Help managers translate strategic priorities into thoughtful tactical plans with clear expectations, ownership, and measures of success; reinforce execution and help teams adjust when work begins to drift off plan. Improve the quality and business impact of Gordon’s existing people practices—including performance management, recognition, promotion, and development—without adding unnecessary systems or activity. Take ownership of talent acquisition for professional, leadership, and other key roles; strengthen candidate assessment and manager decision-making to improve hiring quality and reduce costly mis-hires. Evaluate onboarding and workforce-planning practices so new employees reach full productivity more quickly and staffing decisions logically reinforce business needs. Develop managers and leaders proactively while enabling the HR team to provide effective day‑to‑day coaching, employee‑relations support, accountability, communication, and documentation. Direct benefits, culture, wellness, safety, employee relations, professional development, and HR compliance across Gordon’s branches in Mokena, Kankakee, and Pontiac, Illinois, and Santa Ana, California. Plan and elevate annual company‑wide town hall meetings that renew connection to Gordon’s mission and purpose, communicate strategic priorities, address employee needs, and support leadership development across Illinois and California. Evaluate people initiatives through a business, return‑on‑investment, and organizational‑performance lens, focusing resources on the improvements that will create the greatest value. Lead and develop a three‑person HR team through clear ownership, thoughtful delegation, and repeatable processes, preserving space to observe patterns and address underlying organizational problems. What You’ll Bring Progressive human resources experience demonstrating readiness to lead a strategic HR function within a growing organization. Strong business acumen and the ability to connect people investments to measurable organizational outcomes. Broad HR leadership experience with modern practices in talent acquisition, performance management, leadership development, employee relations, benefits, wellness, safety, compliance, and risk management. A track record of improving the quality and business impact of people systems rather than simply adding programs, tools, or activity. The insight to recognize underlying interests, motivations, and patterns; respond with empathy and sound judgment; and orient decisions toward the company’s strategy and values. A strategic and patient mindset, with the ability to prioritize opportunities and risks, assess resources, involve the right leaders, and move important work forward at a disciplined pace. The credibility and leadership presence to participate as a peer in senior‑level discussions and respectfully challenge others when needed. Sound judgment, discretion, candor, and the ability to navigate complex or sensitive situations. A collaborative leadership style and the ability to build trust across sales, branch, distribution, operational, and professional teams. A practical approach that balances enterprise perspective with hands‑on leadership of the HR function and visible engagement across the employee base. A bachelor’s degree is required; the field of study may vary. Advanced education or relevant HR certifications are valued but not required. Work arrangement: On-site Reports to: CFO Direct reports: Three Travel: During the initial transition, regular travel to Kankakee—where the current HR team is based—is expected approximately one to two days per week. Additional travel includes Pontiac approximately once per quarter and Santa Ana, California, approximately two to four times per year. Travel frequency may evolve as relationships, team structure, and remote‑management practices develop. Additional compensation: Eligibility for a performance‑based bonus Benefits: Comprehensive medical, dental, and vision coverage; life insurance; an employee assistance program; a 6% 401(k) company match; wellness activities; employee events; and additional company‑sponsored benefits Gordon Electric Supply is an equal opportunity employer. Employment decisions are made without regard to any status protected by applicable federal, state, or local law. #J-18808-Ljbffr