HR Director

Collaborative people. Progressive builders. Consistently recognized as a best workplace, and for our commitment to safety, sustainability, and community partnerships, BNBuilders hires the very best in the construction industry and strives to create an environment that encourages innovation, responsibility, and client satisfaction. If you are looking to be a part of an open, supportive team and receive exciting challenges that promote personal and professional growth, look no further than BNBuilders! Collaborative people. Progressive builders. Consistently recognized as a best workplace, and for our commitment to safety, sustainability, and community partnerships, BNBuilders hires the very best in the construction industry and strives to create an environment that encourages innovation, responsibility, and client satisfaction. If you are looking to be a part of an open, supportive team and receive exciting challenges that promote personal and professional growth, look no further than BNBuilders! Job Summary The HR Director is a senior Human Resources leader who shares responsibility for overseeing the full HR function with another HR Director. Working closely with the HR Executive and in partnership with the other HR Director, this role helps lead and support the company's overall people strategy, HR programs, and day-to-day HR operations across BNBuilders. This position has a primary focus on talent strategy, recruiting, learning and development, performance and talent management, succession planning, and career development. SALARY RANGE: $170,000 - $185,000 Benefits Group medical, vision, and dental insurance, including a choice of two benefit plans - a PPO plan and a High Deductible/ Health Savings Account plan with company contribution to HSA. Company-paid short and long-term disability plans, group life insurance, and AD&D plans. Untracked/unmeasured vacation. Sick leave accrued at 1 hour of sick leave for every 30 hours worked with an annual carryover of 80 hours. 9 paid holidays each year. Paid parental leave. Annual discretionary bonus based on company profitability and your manager's assessment of your performance. A 401(k) savings plan under which BNB matches the first 3 percent of your deferral with a 100% match and the next two percent with a 50% match for a total matching contribution of 4% of your pay. You are immediately 100% vested in all contributions (including BNB match). We provide both traditional (pre-tax) and Roth (post-tax) contribution options. We are proud to be an employee-owned company. This means you get an ownership stake in BNB through a benefit called an Employee Stock Ownership Plan (ESOP). It's 100% company-funded and is invested in BNBuilders stock. You can participate in this long-term plan after you complete 1 year of service (with at least 1,000 hours). Job Responsibilites Partners with the HR Executive and senior leadership team to translate business strategy into practical people, workforce, and organizational priorities across regions, departments, and project teams. Provides leadership and oversight across all HR disciplines, including talent acquisition, onboarding, employee relations, performance management, learning and development, compensation, benefits, leave administration, HR operations/HRIS, policy development, compliance, workforce planning, and culture. Serves as a trusted advisor to executives, operational leaders, managers, and employees on complex people matters; coaches leaders through organizational change, performance management, career development, retention, and employee experience issues. Leads, develops, and coordinates HR team members to ensure consistent and responsive HR service delivery across BNBuilders locations and job sites. Establishes HR goals, dashboards, and key performance indicators; analyzes workforce data and trends to identify risks, measure program effectiveness, and drive continuous improvement. Champions BNBuilders' culture, values, inclusion, accountability, and a high-performance employee experience as the company grows. Partners with legal counsel and external advisors, as appropriate, on employment, labor, benefits, compensation, and other people-related matters. Ensures continuity of HR leadership by actively supporting the other HR Director, sharing enterprise priorities, and stepping into the other Director's focus areas when business needs require. Owns the enterprise talent strategy, including workforce planning, recruiting strategy, talent pipelines, succession planning, and critical-role readiness. Leads learning and development strategies for employees and leaders, including needs assessments, curriculum architecture, manager and supervisor development, leadership programs, career pathways, mentoring, coaching, and high-potential employee development. Ensures BNBuilders' training and development programs are a competitive differentiator within the construction industry and are aligned with operational capabilities, leadership expectations, company values, and future business needs. Partners with operations leaders and subject matter experts to develop construction-relevant learning programs for project leaders, people managers, and emerging leaders; strengthens the transfer of technical and leadership knowledge across regions and generations. Leads performance and talent management processes, including goal setting, performance reviews, talent reviews, succession planning discussions, development planning, talent calibration, and career development frameworks. Develops recruiting and early-career strategies for hard-to-fill construction roles, internships, campus partnerships, and professional talent pipelines; strengthens employer branding and the candidate experience. Uses talent metrics such as time-to-fill, quality of hire, retention, internal mobility, succession coverage, training participation and effectiveness, and engagement indicators to improve programs and advise leadership. Partners closely with the HR Director, People, Compliance & Total Rewards to ensure talent programs are equitable, compliant, competitively positioned, and supported by appropriate compensation, benefits, policies, and systems. Performs other related duties as assigned in support of business needs and the essential functions of the role. Qualifications Bachelor's degree in Human Resources, Business, Organizational Development, or a related field; or 10+ years of experience as an HR Manager; or an equivalent combination of education and experience. Master's degree preferred. One or more of the following certifications: PHR SPHR SHRM-CP SHRM-SCP Demonstrated knowledge across multiple HR disciplines, including but not limited to: Benefits administration Training and development Recruiting Employee relations Compensation and compliance Knowledge of financial #J-18808-Ljbffr