Human Resource Director

Summary

The Human Resource Director provides strategic and operational HR leadership for an assigned division or business area, partnering with the Vice President of Human Resources, executive leadership, and business leaders to support organizational goals and workforce priorities. Serves as a trusted resource to managers and employees while ensuring HR practices are consistent with company policies, applicable laws, and tour People-First culture.

This position serves as a senior HR business partner and advisor, providing leadership across employee relations, talent management, performance management, organizational development, compensation, compliance, and HR operations. The HR Director translates enterprise HR strategies, policies, and programs into effective business practices while identifying opportunities to strengthen employee engagement, leadership effectiveness, retention, and organizational performance.

Strategic HR Partnership

• Partner with the Vice President of Human Resources and senior business leaders to execute HR strategies and initiatives aligned with organizational and divisional objectives.
• Serve as a strategic HR advisor to managers and leaders on workforce planning, organizational effectiveness, talent management, employee relations, performance, and employee development.
• Translate companywide HR strategies, policies, and programs into effective practices within the assigned division.
• Identify workforce trends, organizational needs, and opportunities for improvement and make recommendations to the VP of HR and business leadership.
• Participate in business and strategic planning discussions where workforce, organizational, or talent considerations are relevant.
• Provide HR insights, workforce data, and recommendations to support effective leadership and business decisions.

Employee Relations & HR Compliance

• Provide guidance and coaching to managers and employees regarding employee relations, performance concerns, workplace issues, career development, and organizational policies.
• Lead and oversee employee relations matters, including investigations, documentation, corrective action, conflict resolution, and follow-up. Partner with the VP of HR and appropriate resources on complex or sensitive employee relations matters.
• Advise managers regarding compliance with applicable federal and state employment laws and company policies.
• Support consistent application of HR policies, practices, and procedures across the assigned division.
• Stay informed of changes in employment laws and HR practices and communicate relevant developments to leadership.

Talent Management & Organizational Development

• Partner with leaders to identify talent needs, critical positions, development opportunities, and workforce capabilities required to support business objectives.
• Support talent-management initiatives, including succession planning, career-path development, leadership development, and employee retention.
• Support leaders in effectively addressing performance and development opportunities.
• Support organizational development initiatives, including feedback, goal setting, performance management programs, coaching programs, leadership development, team effectiveness, and employee engagement initiatives.

HR Operations

• Provide oversight of HR operations for the assigned division, including onboarding, payroll coordination, benefits and leave administration, employee records, and related HR services.
• Ensure HR services are delivered consistently, efficiently, and in accordance with company policies and established HR practices.
• Partner with the VP of HR and appropriate corporate functions regarding HR systems, processes, and enterprise-wide initiatives.
• Identify opportunities to improve HR processes, technology utilization, communication, and service delivery. Support the development and implementation of new HR programs, policies, and organizational initiatives. Provide feedback regarding effectiveness and opportunities for improvement.
• Lead or support HR initiatives such as policy and procedure development, organizational development, employee engagement, team building, HR technology, and process-improvement projects.

Performance, Compensation & Benefits

• Coach managers on effective performance conversations, goal setting, feedback, development planning, and documentation.
• Provide compensation and benefits insights and recommendations to the VP of HR and appropriate business leaders.
• Support the administration and communication of compensation and benefits programs in accordance with established company strategy and guidelines.

Culture & Employee Engagement

• Promote and model the organization's People-First culture, vision, purpose, and core values. Serve as a role model for professionalism, confidentiality, sound judgment, and ethical HR practices.
• Partner with leaders to strengthen employee engagement, retention, communication, recognition, and organizational effectiveness.
• Promote a workplace characterized by professionalism, accountability, collaboration, respect, and continuous development.
• Identify employee experience opportunities and collaborate with leadership to implement appropriate solutions.

Business & Stakeholder Relations

• Build effective working relationships with project teams, functional departments, managers, employees, customers, vendors, and other stakeholders.
• Provide HR leadership that supports business objectives while maintaining alignment with company-wide HR strategy and policies.
• Lead or participate in cross-functional task teams and special projects as assigned by the VP of HR or senior leadership.

Leadership Expectations

• Serve as a trusted and credible HR partner.
• Exercise sound judgment and discretion when handling confidential, sensitive, or complex employee matters.
• Balance employee needs with business objectives, company policies, and applicable legal requirements.
• Communicate effectively with employees, managers, and leaders at all levels of the organization.
• Pursue ongoing professional development through relevant HR training, seminars, conferences, software training, and other learning opportunities.

Performs other related duties as assigned.

Working Conditions

The majority of work is completed in an office setting. Able to travel occasionally, as required.

Education, Experience and Knowledge

• A bachelor's degree in human resources or a related field and 6-8 years of progressive HR management experience required or 10+ years of proven, progressive Human Resources management experience. Master's degree in human resources or a related field preferred.
• Human Resource certification (SPHR and/or SHRM-SCP) required.
• Experience in the construction industry preferred.
• Previous supervisory experience preferred. Able to effectively manage or mentor others.
• Versed in federal, state and local employment laws to monitor compliance and counsel managers
• Broad HR experience including compensation and benefits, staffing and recruiting, training and development, and employee relations.
• Excellent communication, organization, presentation, facilitation and conflict resolution skills.
• Able to build rapport with all levels of staff.
• Independently make decisions and recommendations under tight deadlines with composure, occasionally in the face of incomplete information.
• Uses time effectively on key priorities and to provide information to people in a timely manner.
• Exhibit a commitment to quality and continuous improvement; willing to re-engineer processes in order to meet/exceed the needs of internal and external customers.
• Strong understanding of strategic objectives; can implement functional goals, strategies, and plans essential to supporting overall corporate strategy.
• Demonstrates leadership skills with the ability and willingness to face challenges, delegate and provide direction to others, and effectively address conflict.

• Able to help managers recognize the core competencies critical to individual/organization's success and provide development opportunities to improve productivity, increase profits and build a more competitive advantage.
• Acts in a manner of integrity that shows support for the company, its values, and the employees while maintaining a constant focus on meeting/exceeding customer requirements and expectations.
• Strong computer skills in word processing, spreadsheet, scanning, database and presentation communication software. Demonstrates proficiency using a personal computer (PC) and company communication tools, such as email, internet, and Microsoft products (e.g., Word, Excel, Office, Outlook).

The base compensation range for the role of Human Resources Director posted above is $165,000 to $185,000 annually.

This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, any collective bargaining agreements, and business or organizational needs. No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, incentive, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law and any applicable plan documents.


Balfour Beatty is an equal opportunity employer that recognizes the value of a diverse workforce. All qualified individuals will receive consideration for employment without regard to race, color, age, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, genetic information, or any other criteria protected by federal, state or local law.