Vice President of Human Resources

Relocation assistance available for qualified candidates. The Vice President of Human Resources is a senior executive accountable for elevating BSI’s HR function into a strategic partner that enables growth, strengthens leadership capability, and reinforces a high‑performance culture. This leader will professionalize and enhance HR processes while building workforce strategies that support a growing industrial process engineering consulting firm, including attracting and retaining highly skilled engineers, project managers, designers, and business support professionals in a competitive talent market and aligning talent capacity to utilization, project demand, and regional growth. This is a highly visible, hands‑on leadership role that requires both strategic perspective and practical credibility across the organization. The Vice President of Human Resources will serve as a key member of the leadership team, directly influencing workforce planning, organizational design, manager capability, performance management, and long‑range growth strategy while helping BSI scale without losing the responsiveness, accountability, EOS leadership cadence, and client‑centered culture that have supported its success and repeat business. Key Responsibilities Strategic Leadership & Organizational Development Develop and execute a 3‑ to 5‑year people strategy aligned with BSI’s growth objectives, business plan, client service model, repeat‑business goals, and organizational priorities. Evolve the HR function into a proactive strategic partner to the President and firm leaders across engineering, project delivery, operations, corporate services, and regional offices. Build a high‑performing HR team and foster a company‑wide culture rooted in accountability, development, responsiveness, and EOS‑based leadership discipline. Lead organizational design and change management efforts that support growth, leadership alignment, staffing across projects, and scalable multi‑office consulting operations. Mergers & Acquisitions Provide HR leadership and due diligence support for potential mergers, acquisitions, or strategic partnerships, including cultural assessment, talent evaluation, organizational integration planning, and retention strategies for key personnel. Develop and execute post‑acquisition integration plans focused on harmonizing compensation and benefits, aligning policies, retaining critical talent, and minimizing disruption to operations and culture. Advise executive leadership on people‑related risks and opportunities associated with M&A activity to ensure successful value capture and cultural alignment. Talent Acquisition & Workforce Development Design and execute talent acquisition strategies focused on attracting high‑caliber process engineers, project managers, designers, and business professionals. Build long‑term talent pipelines through universities, industry associations, employee referrals, internships, and targeted development programs that strengthen BSI’s technical bench. Strengthen workforce planning and succession processes to forecast and address talent gaps in advance of growth targets, utilization needs, staffing across projects, and upcoming regional demand. Establish and strengthen technical career paths for engineers and project managers that support retention, advancement, and long‑term bench strength at BSI. Employee Engagement, Culture & Retention Champion initiatives that preserve BSI’s entrepreneurial, relationship‑driven culture while scaling the organization with greater consistency, accountability, and EOS discipline. Deploy engagement surveys, recognition programs, and career‑pathing frameworks for engineers and project managers that improve retention, strengthen manager effectiveness, and support long‑term growth at BSI. Lead employee relations with fairness, consistency, and a solutions‑oriented approach. Total Rewards & Benefits Own the continuous enhancement of competitive compensation, incentive, benefits, and perquisite programs. Conduct regular market benchmarking and implement targeted adjustments to attract and retain critical technical, project delivery, and leadership talent. Manage benefit plans with a focus on cost‑effectiveness and employee satisfaction. HR Compliance & Risk Management Ensure compliance with employment laws, company policies, and sound people‑risk management practices across the organization. Maintain effective processes for employee relations, investigations, documentation, and policy administration. Oversee workers’ compensation, benefits‑related risk, and people programs that support a safe, compliant, and productive workplace. HR Operations & Technology Optimize existing HRIS, ATS, and payroll systems to eliminate manual processes and provide timely workforce analytics that support hiring, retention, utilization, staffing across projects, and leadership decisions across offices. Establish standardized, scalable HR policies, procedures, service delivery expectations, and leadership support mechanisms that reinforce accountability and operating cadence across the firm. Financial & Budget Management Develop and manage the annual HR department budget (labor, benefits, systems, training, recruitment). Provide executive‑level reporting on HR metrics, talent investment ROI, and workforce‑related financial impacts. Compensation & Benefits We offer a highly competitive executive compensation package commensurate with experience and the strategic importance of this role. Total Cash Compensation Base Salary: Competitive, commensurate with experience. Annual Performance Bonus: 15–35% of base, tied to company EBITDA, talent metrics, and individual MBOs. Long‑Term Incentive: Profit‑sharing program, stock ownership program with dividends and tax distributions. Benefits & Perquisites Comprehensive medical, dental, and vision (company‑subsidized). 401(k) with company match. Paid time off: 3 weeks accrued + 7 company holidays. Life and disability insurance. Professional development and continuing education budget. Relocation assistance available for qualified candidates. Qualifications & Experience Required Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field; advanced degree or HRCI / SHRM‑SCP/SPHR certification strongly preferred. 12+ years of progressive HR experience, with a minimum of 5 years in a senior HR leadership role (VP or Director level). Proven success evolving an HR function into a strategic business partner within a professional services, engineering, consulting, or similarly talent‑intensive environment. Hands‑on experience implementing HRIS/ATS platforms and building data‑driven talent acquisition and workforce planning processes. Demonstrated success leading organizational change, culture initiatives, and high‑performing HR teams. Experience providing HR due diligence and integration support for mergers, acquisitions, or strategic partnerships. Preferred Experience in a privately held, growth‑oriented engineering, consulting, or technical services firm. Familiarity with the talent, utilization, and leadership needs of engineering consulting or project‑based professional services organizations. Background supporting organizational growth, leadership development, technical career paths, and scalable people systems in a multi‑discipline, multi‑office business. Experience improving HR reporting, manager capability, and employee experience through effective systems and process design. Working knowledge of compensation strategy, performance management, organizational development, and accountability frameworks such as EOS in a growth‑focused business. Leadership Competency Profile The successful candidate will demonstrate the following core competencies at an executive level: Strategic Thinking Aligns people strategy and talent investments directly to BSI’s growth plan, project delivery model, client retention objectives, and business performance; anticipates organizational and capability gaps ahead of demand. Change Leadership Leads HR transformation and organizational scaling with empathy, clarity, and urgency; helps BSI add structure without losing the agility, responsiveness, and culture that matter to employees and clients. HR & People Credibility Commands respect across the organization; equally comfortable advising leaders on succession, manager effectiveness, employee relations, and total rewards strategy. Talent Development Builds robust technical and leadership pipelines, including clear career paths for engineers and project managers, that help BSI grow talent internally and retain high performers. Data‑Driven Decision Making Establishes HR analytics and predictive metrics; uses data to diagnose issues, demonstrate ROI, and inform executive decisions. Cross‑Functional Influence Builds deep trust with leaders across engineering, project delivery, operations, and corporate services; positions HR as an indispensable partner in growth, execution, and culture. Execution Discipline Translates strategy into measurable programs and reinforces accountability through clear commitments, scorecards, and leadership cadence consistent with EOS principles. Culture & Values Guardian Champions BSI’s values and culture while helping the organization scale in a way that strengthens accountability, collaboration, and client focus. #J-18808-Ljbffr