Human Resources Director

Job Description

Senior Director of Human Resources

Executive Leadership Opportunity

Location: Nebraska

Salary: $140,000–$160,000 , depending on experience and qualifications

Employment Type: Full-time | Direct Hire

Heartland Staffing Solutions is proud to partner with a well-established, privately held construction and infrastructure company seeking an accomplished Senior Director of Human Resources to join its Executive Leadership Team.

This is a high-impact opportunity for a business-minded HR leader who can combine strategy, leadership, and hands-on execution . Reporting to the CEO and partnering closely with the COO and senior leadership, this individual will shape the company's people strategy while building the workforce and leadership capacity necessary to support continued growth.

The Senior Director of Human Resources will lead Human Resources Strategy, Strategic Workforce Planning, Talent Acquisition, Organizational Development, Leadership Development, Succession Planning, Employee Relations, Compensation Strategy, Performance Management, HR Compliance, and Workforce Analytics.

We're looking for someone who is equally comfortable advising executives, coaching managers, developing future leaders, and building relationships with employees throughout the organization.

What You'll Lead

Human Resources Strategy & Executive Partnership

\n
• Serve as the senior HR leader and strategic advisor to the CEO and Executive Leadership Team.
\n
• Translate company strategy and growth objectives into effective workforce and talent strategies .
\n
• Partner with leadership on Organizational Design, Strategic Workforce Planning, Talent Management, and Succession Planning .
\n
• Use workforce data and HR metrics to provide leadership with actionable insight into retention, recruiting, labor costs, organizational effectiveness, and workforce risk.
\n

Talent Acquisition & Workforce Planning

\n
• Lead Talent Acquisition Strategy across executive, professional, corporate, field leadership, craft, and operational positions.
\n
• Partner with Operations to forecast staffing requirements based on project backlog and company growth.
\n
• Build sustainable recruiting pipelines that improve quality of hire, time-to-fill, and retention .
\n
• Develop partnerships with schools, apprenticeship programs, veteran organizations, and workforce-development organizations.
\n
• Strengthen employer branding and the candidate experience.
\n

Leadership Development & Organizational Development

\n
• Lead the company's Leadership Development and Succession Planning strategy.
\n
• Identify high-potential employees and establish development plans for future leadership roles.
\n
• Strengthen leadership capacity through career development, coaching, and Talent Management .
\n
• Lead Performance Management strategy and establish consistent expectations for feedback, accountability, and employee development.
\n
• Build manager capability and strengthen organizational effectiveness.
\n

Employee Relations & Culture

\n
• Provide senior leadership for Employee Relations , workplace investigations, conflict resolution, disciplinary matters, and complex performance concerns.
\n
• Coach managers on leadership, accountability, recognition, performance improvement, and difficult conversations.
\n
• Strengthen employee engagement and retention across corporate and field teams.
\n
• Champion a culture of integrity, accountability, teamwork, safety, respect, and continuous improvement .
\n

HR Compliance & Risk Management

\n
• Lead the organization's HR Compliance and Employment Law Strategy .
\n
• Lead HR compliance audits and proactively identify and mitigate employment-related risk.
\n
• Ensure company policies, procedures, handbooks, and leadership training remain current with employment law.
\n

Compensation, Benefits & Workforce Analytics

\n
• Lead Compensation Strategy and provide oversight of employee benefits.
\n
• Benchmark compensation and recommend strategies supporting talent attraction, retention, and internal equity.
\n
• Partner with Finance on workforce costs, compensation, turnover, recruiting investments, and productivity.
\n
• Leverage People Analytics and Workforce Analytics to improve organizational and executive decision-making.
\n
• Provide strategic oversight of HR technology and HRIS systems.
\n

HR Team Leadership

\n
• Lead, coach, and develop a high-performing HR team.
\n
• Establish clear ownership, accountability, and priorities across HR functions.
\n
• Develop HR team members into confident, autonomous leaders.
\n
• Build a scalable HR function capable of supporting a growing, multi-location organization.
\n

What We're Looking For

\n
• 10+ years of progressive Human Resources experience , including significant HR leadership responsibility.
\n
• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field.
\n
• Demonstrated success in Human Resources Strategy, Strategic Workforce Planning, Talent Management, Organizational Development, and Employee Relations .
\n
• Proven experience leading and developing HR professionals.
\n
• Strong knowledge of Employment Law, HR Compliance, Compensation Strategy, Benefits, Performance Management, and Talent Acquisition .
\n
• Experience supporting corporate and field-based employees across multiple locations.
\n
• Demonstrated experience with Leadership Development and Succession Planning .
\n
• Strong business and financial acumen with experience using workforce data to guide decisions.
\n
• Proven ability to advise executive leadership while building trusted relationships throughout an organization.
\n
• Excellent judgment, discretion, communication, and problem-solving skills.
\n
• Ability to balance strategic leadership with hands-on execution.
\n

Highly Valued Experience

Experience within construction, infrastructure, utilities, manufacturing, industrial, engineering, transportation, or another operations-driven environment is strongly preferred.

Experience with multi-state organizations, apprenticeship/workforce -development programs

SHRM-SCP, SPHR, or another advanced HR certification is preferred.

The Ideal Candidate

We're looking for a business-minded HR leader who wants to be actively engaged throughout the organization—not someone who wants to lead HR from behind a desk.

You'll be comfortable developing strategy with the CEO, planning workforce needs with Operations, discussing compensation with Finance, coaching a manager through an employee-relations issue, and developing the organization's next generation of leaders.

You understand how to balance people, performance, compliance, culture, and business objectives —and how to turn HR strategy into measurable organizational results.

Why Join Us?

\n
• Executive Leadership Team position with meaningful influence on company strategy and future growth.
\n
• Direct partnership with the CEO, COO, and senior leadership.
\n
• Opportunity to shape Human Resources Strategy, Organizational Development, Talent Management, and Leadership Development .
\n
• Established organization with a strong reputation in construction and infrastructure.
\n
• Highly visible position with the ability to make a measurable organizational impact.
\n
• Competitive salary of $130,000–$150,000 , depending on experience and qualifications.
\n
• Comprehensive benefits package.
\n
• Long-term career opportunity with a respected and growing organization.
\n

Heartland Staffing Solutions is proud to partner with a respected, privately held construction and infrastructure company. Company details will be shared with qualified candidates during the interview process

.