HUMAN RESOURCES DIRECTOR

Join Our Team as Human Resources Director The Human Resources Director is a strategic and operational leader responsible for building and scaling the organization’s people strategy. This role blends hands‑on talent acquisition and onboarding with broader HR leadership, including employee relations, compliance, total rewards, payroll/benefits administration, performance management, and employee engagement. The HR Director manages the entire employee lifecycle, serving as a trusted advisor to leadership, ensuring that HR programs, policies, and practices align with business goals while fostering a positive, compliant, and high‑performing workplace culture. Duties/Responsibilities Supervisory Responsibilities HR Intern, HR vendors and/or HR support roles with future growth. Talent Acquisition & Onboarding Design and implement a comprehensive talent acquisition strategy to support hiring across a diverse workforce ranging from field and skilled trade positions to professional, technical, engineering, and leadership roles, utilizing innovative sourcing methods, industry partnerships, community outreach, job fairs, and recruiting technologies to attract high‑quality talent. Lead full‑cycle recruiting for a broad range of positions within a growing construction‑related environment, including workforce planning, sourcing, interviewing, candidate assessment, and selection, while leveraging multiple recruiting channels and relationship‑based sourcing strategies to build strong talent pipelines. Partner with hiring managers to define role requirements and hiring strategies. Develop and maintain a strong employer brand and candidate experience. Design and execute structured onboarding programs to accelerate new hire integration and productivity. Track and analyze recruiting metrics (time‑to‑fill, quality of hire, etc.). Employee Relations & Leadership Support Serve as a trusted advisor to managers on employee relations, performance issues, and team dynamics. Conduct investigations, mediate disputes, handle disciplinary procedures, and resolve employee concerns in a fair and consistent manner. Coach leaders on effective people management practices. Compliance & Policy Management Ensure compliance with federal, state, and local employment laws. Develop, update, and communicate HR policies and employee handbook. Maintain accurate employee records and HR documentation. Leave Management Administer and track employee leaves (FMLA, ADA accommodations, state/local leave laws). Partner with employees and managers to ensure smooth leave transitions and returns to work. Oversee payroll administration, including vendor management, auditing, and ensuring compliance with wage and hour laws. Support compensation benchmarking and pay structure development. Administer employee benefits programs and serve as the primary point of contact for employee questions. Partner with brokers/vendors as needed. Talent Management & Development Design and manage performance management processes and accountability. Support employee development and employee growth initiatives. Identify skill gaps and coordinate learning and development opportunities. Employee Engagement & Culture Develop and implement engagement initiatives, surveys, and action planning. Lead recognition and rewards programs and events. Support organizational change and communication efforts. Required Skills / Abilities Highly organized and self‑motivated, demonstrating the ability to work with high autonomy and broad HR knowledge to drive organizational performance and culture. Ability to balance strategic thinking with hands‑on execution. Demonstrated ability to foster a collaborative and productive work environment through strong problem‑solving and conflict resolution skills. Demonstrates effective negotiation and influencing skills, including the ability to influence without direct authority, navigate complex and competing priorities, build consensus, and facilitate mutually beneficial outcomes. Stays current on evolving HR trends, best practices, and employment landscape developments to continuously improve people processes, employee experience, and organizational effectiveness aligned with growth objectives. Excellent verbal and written communication skills for effective interaction with internal and external stakeholders at all levels. Strong business acumen and ability to align HR with organizational goals. High level of judgment, discretion, and integrity. Solid knowledge of hiring laws, regulations, applicant‑tracking/HR systems. Data‑driven mindset with ability to use metrics to inform decisions. Proficiency in Microsoft Office Suite. Education and Experience Bachelor’s degree in human resources, business, or related field or equivalent work experience. 5 years of progressive HR experience, preferably in a generalist or HR business partner role. 3 years’ experience managing full‑cycle recruitment. Experience in recruiting for technical positions is a plus. Strong knowledge of employment laws and HR best practices. Familiarity with employee and labor relations practices in both union and non‑union environments preferred. Experience in a growing organization or scaling environment preferred. HR certification (e.g., SHRM‑CP, SHRM‑SCP, PHR, SPHR) and/or SHRM’s Talent Acquisition Specialty Credential preferred. Physical Requirements & Work Environment Prolonged periods of sitting and working at a computer. Ability to communicate effectively in person, virtually, and by phone. Ability to move throughout the office to attend meetings and interact with employees. Ability to lift and carry materials weighing up to 15 pounds on an occasional basis. May require occasional travel between locations or to off‑site meetings/events, if applicable. Ability to maintain confidentiality and manage multiple priorities in a fast‑paced environment. On‑site work and flexible hours required by operational demands. Benefits Design & Integration offers a comprehensive benefit package including a competitive salary, health, dental, and a generous retirement plan. #J-18808-Ljbffr Design & Integration, Inc.