Director, Human Resources

Director of Human Resources

Location: Dallas, TX (Hybrid: 23 days/week onsite)

Travel: ~10% Nationwide to field operations sites

Compensation: Competitive base + bonus

Company Overview

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.

Role Summary

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.

Key Responsibilities

Executive Partnership & Strategy

• 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

PEO & HR Operations

• 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

Employee Relations & Sensitive Situations

• 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

Compliance

• 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

Team Leadership

• 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

Talent Acquisition & Culture

• 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

Finance Partnership

• 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

The Right Candidate Is:

• 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

Required Qualifications

• 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

Preferred

• 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

Benefits

Competitive compensation: Market-based pay with weekly payroll

Best-in-class benefits: Fortune 500level 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