Director of Human Resources

Job Description

Job Description

Title:

Director of Human Resources

Supervisor:

President

Department:

Human Resources

FLSA Status:

Exempt Salaried

Summary/ObjectiveThe Director of Human Resources serves as the organization's senior Human Resources leader and is responsible for establishing and executing the people strategy supporting business growth, operational performance, and organizational effectiveness.Reporting directly to the President, the Director of Human Resources provides strategic counsel to executive leadership and owns the overall direction, performance, and compliance posture of the Human Resources function across a multi-entity organization supporting 700+ employees. The workforce includes a significant H-2B population, making foreign labor program administration and employment compliance a critical component of the role.
The Director of Human Resources leads the HR function through the HR Manager and is accountable for HR strategy, organizational design, workforce planning, talent acquisition and development, compensation and benefits, employee relations, performance management, employee engagement, HR compliance, and foreign labor program administration.
This position serves as the senior HR escalation point for complex employee relations matters, investigations, terminations, and workforce risk and partners directly with the President and Executive Leadership Team on organizational and people-related decisions.Why This Role

This is a high-impact leadership opportunity for an experienced HR professional who wants to shape the people strategy of a growing, multi-entity organization. The Director of Human Resources will have direct access to the President and Executive Leadership Team and will play a central role in organizational growth, workforce planning, leadership development, employee relations, and HR risk management.

The position offers broad ownership of the HR function across a workforce of 700+ employees, including a significant H-2B population, with the opportunity to build scalable HR infrastructure and practices as the organization continues to grow.

Essential Functions

• Sets HR strategy and direction in partnership with the Executive Leadership Team, aligned to the organization's growth and workforce needs.
• Owns the HR department's structure, budget, and headcount planning; builds and scales the team to match company growth.
• Holds final accountability for the organization's HR compliance posture, including U.S. and Guam employment law and U.S. foreign labor programs.
• Oversees the HR Manager and, through them, the full HR team's execution across recruitment, compensation & benefits, employee relations, compliance, engagement, foreign labor program administration, learning & development, performance management, and workforce planning.
• Serves as the final escalation point for the organization's highest-stakes employee relations matters, investigations, and terminations.
• Represents HR in executive and ownership discussions, providing strategic counsel on talent, organizational design, and workforce risk.
• Establishes department-wide policy direction and ensures consistent application across the organization.
• Establishes HR metrics and workforce analytics to provide executive leadership with actionable insight into turnover, retention, recruiting, labor costs, engagement, performance, workforce planning, and organizational risk.
• Builds succession plans and development paths for the HR team.
• Maintains current knowledge of trends, best practices, regulatory change, and emerging technology across HR, talent management, and employment law.
• Performs other duties as assigned.

Education and Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred.
• 10+ years of progressive HR experience, including 5+ years in HR leadership roles with responsibility for multiple HR functions, organizational strategy, and employee relations.
• Experience leading HR for a workforce of 500+ employees strongly preferred.
• Experience leading HR in a multi-entity or multi-site organization strongly preferred.
• SHRM-SCP, SPHR, or equivalent HR certification preferred.
• Experience with foreign national workforce programs (H-2B/H-1B) strongly preferred.
• Experience partnering directly with executive leadership on strategic workforce and organizational decisions.
• Experience in construction or related industries a plus.

Competencies

• Proven strategic thinking and the ability to translate business strategy into HR strategy.
• Executive presence and strong verbal/written communication with Ownership and senior leadership.
• Strong working knowledge of U.S. and Guam employment law, including U.S. foreign labor programs, particularly H-2B and H-1B, and multi-entity compliance, with sound judgment regarding when to engage legal counsel.
• Experience managing HR budgets, headcount planning, and department structure.
• Strong change management and organizational design skills, particularly in fast-growing or restructuring environments.
• Excellent judgment in high-stakes, sensitive, or legally complex situations.
• Strong leadership and coaching skills, with experience developing HR managers and teams.
• Proficiency with HRIS and HR technology platforms; experience optimizing or implementing HR systems preferred.

Supervisory Responsibility

This position has direct supervisory responsibility for the HR Manager and overall leadership responsibility for the Human Resources department. The Director of Human Resources is responsible for setting departmental priorities, establishing performance expectations, developing HR leadership capabilities, and ensuring effective execution of the HR function through the HR Manager and broader HR team.

Work EnvironmentThis position primarily operates in a professional office environment and regularly interacts with employees, managers, executive leadership, and other stakeholders across the organization. The role may also require periodic presence at company offices, operational facilities, and job locations. Standard office equipment and technology, including computers, telephones, and HR systems, are routinely used in the performance of this position.Physical DemandsThis position is primarily performed in an office environment and requires the ability to sit, stand, walk, communicate verbally, listen, and use standard office equipment for extended periods. The position may occasionally require movement throughout company offices and job locations.TravelOccasional travel may be required between company offices and job locations. Travel may also be required for business meetings, professional development, and foreign workforce recruitment or related activities.Additional Information

This job description is intended to describe the general nature and level of work performed by employees assigned to this position. It is not intended to be construed as an exhaustive list of all duties, responsibilities, qualifications, or working conditions associated with the position. Duties, responsibilities, and requirements may be modified, added, or removed at any time to meet the changing needs of the Company. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job.

As an Equal Opportunity Employer, the Company provides equal employment opportunities to all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other status protected by applicable federal, state, or local law.