Director of Human Resources

Director of Human Resources

The Director of Human Resources sets and executes the company's people strategy, leads the Human Resources department, and owns HR compliance, employee relations, talent acquisition, compensation, benefits, HRIS, and workforce planning across all operating states.

The Director serves on the leadership team and partners with executives, operations managers, project managers, superintendents, Safety, Equipment, Payroll, and Finance to attract, develop, and retain a skilled craft and professional workforce. The position translates company strategy, backlog, and Core Values into HR programs that work in the field, protects the company from employment-related risk, and strengthens Sargent's employee-ownership culture.

What you'll be responsible for:

Develops and executes the company's HR strategy, annual HR plan, and department budget in support of growth, backlog, and bidding plans.

Serves as a member of the leadership team and advises the VP of HR and executives on organizational design, workforce planning, succession, and people-related risk.

Leads, coaches, and develops the HR team, including the HR Manager, Benefits Manager, and HR Generalist; sets priorities, delegates work, and evaluates performance.

Establishes HR metrics and dashboards (turnover, time-to-fill, headcount by state and division, craft vacancies, leave, EMR-related trends, labor cost) and reports results with recommended actions.

Leads organizational change, integration of acquired companies or new markets, and entry into new operating states from an HR perspective.

Leads succession planning for key operational and leadership positions.

Oversees employee relations across all states; directs or personally conducts high-risk investigations (harassment, discrimination, retaliation, workplace violence, executive conduct).

Approves significant disciplinary actions, terminations, and reductions in force, ensuring consistency, documentation, and legal defensibility.

Champions Sargent's Core Values and employee-ownership culture, including recognition programs, and engagement surveys.

Leads HR response to serious field incidents, including employee support and communication in partnership with Safety and leadership.

Owns the compensation strategy and structure, including salary ranges, craft wage scales by market, incentive and bonus plans, and annual merit processes.

Ensures compliance with prevailing wage requirements.

Ensures compliance with federal, state, and local employment laws in every operating state.

Oversees I-9 and E-Verify compliance, including state and federal-contract E-Verify mandates.

Directs EEO and affirmative action compliance for federal and state contracts, including EEO-1 reporting, Affirmative Action Plans, OFCCP requirements, and workforce utilization goals on public projects.

Partners with Safety and Risk Management on OSHA compliance, workers' compensation claims, return-to-work and light-duty programs, and interaction with ADA and FMLA.

Maintains the employee handbook and HR policies, including state-specific supplements, and conducts periodic HR compliance audits.

Owns the HRIS strategy, data integrity, and system selection or upgrades, with a focus on mobile access for a dispersed field workforce.

Partners with Payroll and Finance on employee changes, multi-state tax registration, labor cost reporting, and timekeeping integrations.

Standardizes HR processes and records retention across all states and offices.

Performs all other duties as assigned.

What we're looking for:

Represent the Company professionally, with a respectful, approachable, and solution-oriented manner.

Remain current with HR and compliance and requirements through training, seminars, or certifications.

Model confidentiality, fairness, and consistency in all people decisions.

Remain current with multi-state employment law and HR practices through training, seminars, and certifications.

Promote and adhere to Sargent's Core Values.

Required Skills and Abilities:

Excellent verbal and written communication skills.

Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy.

Strong working knowledge of federal and multi-state employment law and HR best practices.

Strong organizational skills and attention to detail.

Proficient with Microsoft Office Suite.

Proficient with or the ability to quickly learn human resource information system (HRIS), and related applications.

Working understanding of human resource principles, practices and procedures.

Excellent time management skills with a proven ability to meet deadlines.

Ability to function well in a fast-paced and at times stressful environment.

Ability to work independently and reliably.

Flexible and adaptable in various situations and when interacting with many different personalities.

Ability to organize and prioritize tasks including delegation of tasks when appropriate.

Physical and Environmental Requirements:

This job operates in an office environment and requires prolonged periods sitting at a desk and working on a computer. This role routinely uses standard office equipment such as computers, phones, photocopiers, scanners, filing cabinets, and fax machines. This position requires 20/40 vision with or without corrective lenses and the ability to lift up to 15 pounds at times. Some travel to regional jobsites may be required to support HR-related tasks.