Director, Human Resources

Job Description

Job Description

Director of Human Resources

Location: Dallas, TX (Hybrid: 2–3 days/week onsite)

Travel: ~10% Nationwide to field operations sites

Compensation: Competitive base + bonus

KMM is a privately-held national provider of infrastructure logistics, network services, and field support for leading telecom, broadband, and critical infrastructure customers. With ~130 employees across 10 locations nationally, we are building a scalable, people-first organization to support our next phase of profitable growth.

We are seeking a proven HR leader who is both strategic and hands-on — someone who can strengthen, modernize, and scale a lean HR function while managing day-to-day operations across a distributed field, warehouse, logistics, and corporate workforce.

This is a builder role. The right candidate will be energized by the opportunity to develop a team, support a national workforce, strengthen policies and compliance, and drive a strong culture.

This leader will manage our PEO partnership (ADP TotalSource), lead a team that includes an HR Manager and Recruiter, and serve as the trusted HR advisor to executive leadership. The ideal candidate brings sound judgement , operational discipline, strong employee relations experience, and the ability to handle sensitive, high-stakes situations with discretion and confidence.

• Serve as the primary HR advisor to executive leadership on workforce strategy, org design, and people risk
• Participate in leadership offsites and contribute to company-level planning as the business scales
• Deliver executive-quality reporting on HR metrics, workforce trends, and program results

• Own the ADP TotalSource relationship — payroll, benefits administration, compliance guidance, and vendor performance management
• Evaluate the long-term HR operating model as the company grows, including assessing the build vs. buy decision for in-house functions
• Build and formalize scalable HR processes, policies, and infrastructure across the organization

• Manage complex and sensitive employee relations matters — including terminations, performance management, investigations, attendance, conduct, and policy violations.
• Coach managers on documentation, performance management, accountability, and consistent application of policies and procedures.
• Support ongoing legal disputes involving HR matters, including coordination with outside counsel and internal documentation
• Handle sensitive situations with composure, discretion, and sound judgment while protecting both the company and the integrity of the process

• Strengthen HR compliance programs: multi-state labor law, EEO, I-9, wage/hour, leave administration, workers’ compensation coordination, safety/incident reporting, and telecom/field regulatory requirements
• Maintain policies, personnel files, and documentation that hold up to legal scrutiny
• Partner with Safety, Finance, and Operations to ensure people-related processes are practical, compliant, and consistently executed

• Lead, develop, and hold accountable the HR Manager and Recruiter — both direct reports are in place and require active management and development
• Assess team capability honestly and make recommendations on team structure as the function evolves

• Build a practical recruiting engine for field technicians, warehouse employees, logistics roles, skilled hourly labor, and corporate positions
• Improve job postings, candidate flow, interview discipline, hiring manager accountability, and onboarding experience
• Help shape a culture of accountability, consistency, field support, and practical problem-solving across a distributed workforce.
• Build and own employer branding efforts — LinkedIn presence, careers site content, job postings
• Partner with operations leaders to forecast workforce needs and reduce reactive hiring

• Partner with Finance on compensation planning, job architecture, bonus programs, headcount planning, workforce cost reporting, and labor-related analysis
• Support practical workforce planning that connects hiring, compensation, productivity, and business performance

• Hands-on and comfortable operating without a large HR infrastructure
• Credible with executives, managers, and field employees
• Calm and decisive in sensitive employee situations
• Strong on documentation, process, and follow-through
• Comfortable balancing empathy with accountability
• Able to build scalable processes without over-corporatizing the company
• Energized by a founder-led, fast-moving business

• Bachelor’s degree in business, human resources, or related field
• 6+ years of progressive HR experience with 2-3 years in an HR leadership or senior HR individual contributor role
• Direct experience managing a PEO relationship — ADP TotalSource strongly preferred
• Experience supporting blue-collar or field-based hourly workforces
• Track record of rebuilding or transforming HR functions — not just maintaining them
• Proven ability to handle sensitive employee relations, workplace investigations, terminations, and legally sensitive situations
• Strong execution mindset — builds programs and then runs them in a lean environment
• Proficient in Microsoft Office and comfortable with AI productivity tools

• SHRM-CP/SCP or PHR/SPHR certification
• MBA or Advanced Degree in human resources related field
• Experience in telecom, utilities, construction, or similar blue-collar industrial environments
• Exposure to organizational scaling or PEO-to-in-house HR transitions

• Competitive compensation: Market-based pay with weekly payroll

• Best-in-class benefits: Fortune 500–level benefits through ADP TotalSource, including medical, dental, vision, and life insurance

• Retirement support: 401(k) with company match

• Time off: Paid holidays plus vacation and personal days

• Growth investment: Tuition Reimbursement and Professional Development

• Well-being support: Employee Assistance Program (EAP)

• Extra perks: Employee discounts and referral program

• Culture: Collaborative, high-performance environment with room to grow