Director of Human Resources

Director Of Human Resources

Build the HR function. Shape the next stage of growth.

We're not looking for someone to step into a polished HR environment. This is an opportunity to create the foundation, structure, and strategy that will define HR for a growing organization. If you're energized by turning complexity into clarity, building scalable processes, driving meaningful change, and having a visible impact at the leadership level, you'll have the autonomy, executive partnership, and support to make your mark.

A growing Maryland-based elevator installation and service company, is at a pivotal moment. Transforming after a major acquisition in late 2025, we're building our HR infrastructure team from the ground up and are looking for an experienced HR leader to shape the strategy, systems, and culture that will support our next stage of growth.

Working closely with our external HR consultant, Payroll Manager, and executive leadership team, you'll have the autonomy to create structure, drive compliance, develop scalable HR programs, and become a trusted business partner across the organization.

This is an ideal opportunity for an experienced HR Director who thrives in ambiguity, is undeterred by a challenging situation, and possesses the skills and confidence to establish order, compliance, and culture where little formal HR structure currently exists.

Position Summary

As the organization's first dedicated HR leader, you'll have the opportunity to build and lead the entire HR function from the ground up. Reporting directly to senior leadership, you will design, implement, and manage all human resources functions. You will be responsible for assessing the current state of HR compliance, policies, and practices; identifying and addressing gaps and risks; and establishing the foundational systems needed to support a workforce of approximately 200+ union and non-union employees across installation, service, and administrative operations.

This highly visible leadership role requires equal parts strategic thinking, hands-on execution, and the interpersonal confidence to set appropriate boundaries, deliver difficult messages, and build trust across all levels of the organization — including field crews, supervisors, and executives.

Qualifications

• Required: Bachelor's degree in Human Resources, Business Administration, Organizational Management, or a related field, with strong consideration for a Master's degree in a related field and/or preferred certifications: SHRM-CP or SHRM-SCP, PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources) — HRCI. Candidates actively pursuing certification will be considered.

• Required: Proven experience building or rebuilding HR infrastructure in a small to mid-size company.

• Required: Proven experience supporting both union and non-union workforces in an HR leadership capacity, including interpreting collective bargaining agreements and partnering with union representatives.

• 8+ years of progressive, demonstrated exposure across multiple HR disciplines.

• Knowledge of and/or experience working within payroll systems.

• Experience in construction, mechanical trades, field services, or a union environment strongly preferred.

• Experience managing HR through a merger, acquisition, or business integration strongly preferred.

• Demonstrated experience handling complex employee relations matters, including investigations and terminations.

• Working knowledge of FMLA, FLSA, ADA, OSHA recordkeeping, EEO, and applicable multi-state employment law.

Skills & Competencies

• Demonstrated ability to identify priorities and take initiative.

• Demonstrated experience establishing and enforcing policies and addressing boundaries appropriately and professionally.

• Demonstrated experience managing professional pressures, including environments with ambiguity, competing priorities, and urgent situations, without losing composure.

• Strong written and verbal communication skills, enabling clear communication with various organizational levels and functions, including field crews, executives, and legal counsel.

• High degree of integrity, discretion, and professionalism.

• Proficiency with HRIS systems; experience selecting and implementing an HRIS is ideal.

• Strong organizational skills with meticulous attention to compliance detail.

Key Responsibilities

Foundation Building & Compliance

• Conduct a full audit of current HR practices, documentation, personnel files, and compliance status within the first 60–90 days.

• Identify and remediate gaps in federal and state labor law compliance, including FMLA, FLSA, ADA, Title VII, OSHA recordkeeping, and applicable state employment laws.

• Address and properly integrate the acquired workforce (October 2025 acquisition) and any future acquisitions, including FMLA successor-in-interest obligations, benefit alignment, and personnel file consolidation for 41 absorbed employees.

• Develop, implement, and enforce a comprehensive Employee Handbook and suite of HR policies that reflect current law and company values.

• Establish and maintain proper I-9, personnel file, and recordkeeping systems.

Talent Acquisition & Onboarding

• Build and manage a structured recruiting and onboarding process for field trades (elevator mechanics, apprentices, helpers) and administrative roles.

• Partner with union representatives and apprenticeship programs where applicable.

• Create onboarding experiences that set clear expectations from day one and reduce early turnover.

Employee Relations & Culture

• Serve as the primary point of contact for employee concerns, complaints, and conflict resolution.

• Investigate employee relations matters thoroughly, objectively, and in accordance with legal and policy requirements.

• Establish a culture of accountability, respect, and open communication — while setting firm, consistent boundaries.

• Advise and coach supervisors and managers on handling performance issues, discipline, and terminations correctly and legally.

• Serve as a trusted and neutral resource for all employees across field and office functions.

Performance Management

• Design and implement a structured performance evaluation process.

• Develop performance improvement plan (PIP) templates and guide managers through their use.

• Establish clear documentation standards for all disciplinary and performance actions.

HR Administration & Systems

• Manage employee data, HRIS setup or optimization, and all HR reporting functions.

• Oversee benefits administration and serve as primary liaison with benefits brokers and carriers.

• Track and manage FMLA, ADA accommodations, workers' compensation claims, and leaves of absence.

• Ensure accurate and timely payroll coordination with the payroll team or vendor.

• Maintain EEO-1, OSHA 300 logs, and all required government reporting.

Training & Development

• Identify training needs and develop or source programs for supervisors and crews (safety compliance, anti-harassment, OSHA, leadership).

• Coordinate required certifications and continuing education with field operations.

• Build a supervisory development pipeline in partnership with field management.

Strategic Partnership

• Serve as a trusted advisor to senior leadership on workforce planning, compensation strategy, organizational structure, and culture.

• Bring a proactive mindset — surface issues before they become crises, and present leadership with solutions, not just problems.

• Support integration of future acquisitions or growth from an HR infrastructure perspective.