Executive Director Human Resources

Overview The Director of Human Resources serves as the strategic second-in-command to the Executive Director of HR, partnering closely to execute the organization’s people strategy in support of ambitious growth objectives. As the #2 HR leader, this role translates enterprise-level vision into operational excellence, ensuring HR infrastructure, talent systems, and workforce strategies scale effectively with the business. The Director of Human Resources is responsible for developing and implementing HR operational and talent initiatives that strengthen organizational capability, enhance workforce planning, and drive measurable impact. This leader plays a pivotal role in expanding HR capacity, building scalable processes, and advancing a data-driven approach to recruitment, performance management, and employee engagement. Operating in a fast-paced, high-growth environment, particularly within construction or rapid deployment settings, the Director must bring resilience, grit, and decisive leadership to the HR team under their direct supervision. This role requires a confident operator who can both think strategically and execute tactically, serving as a trusted advisor to senior leadership while ensuring day-to-day HR excellence across the organization. Key Responsibilities Provide leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, compensation, benefits, and all other operational aspects of HR. Develop and implement HR plans and strategies that support the company’s growth objectives, ensuring alignment with business objectives and long-term goals. Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues. Lead the development and execution of comprehensive compensation and benefits plans that are competitive and cost-effective, and designed to attract and retain top talent. Manage the 401(k) plan in partnership with our brokerage partners. Propose and manage competitive base and incentive pay programs to ensure the organization attracts and remains a top choice for talent. Create and implement training and development programs that offer robust internal development opportunities, enhancing employee growth and retention. Oversee employee disciplinary meetings, terminations, and investigations with a focus in maintaining a fair and legally compliant process. Maintain compliance with federal, state, and local employment laws and regulations, regularly reviewing policies and practices to ensure ongoing compliance. Regularly assess and analyze current practices and policies to ensure they support the company’s strategic objectives, making improvements where necessary. Provide guidance to supervisory staff in developing objective performance assessments and implementing effective employee policies. Function as the company liaison with government agencies concerning affirmative action and equal employment opportunities, ensuring full compliance. Maintain and update knowledge of employment law-related issues, legislation, and best practices, ensuring the organization remains compliant. Provide training and policy updates to management team, ensuring legal compliance of management and human resources staff. Advice and train managers and supervisors on best practices in employee relations, strategies for managing supervisory challenges, and addressing employee grievances. Lead and support Employee Engagement Activities and Events, fostering a positive and productive work environment. Lead the execute Employee Engagement surveys. Federal Contracting & Wage Determination Compliance Oversee HR compliance for federally funded contracts, ensuring adherence to Service Contract Act (SCA), Davis-Bacon Act, and other applicable federal labor regulations Interpret and apply Wage Determinations (WDs) to ensure accurate employee classification, compensation, and fringe benefit administration Partner with finance and operations teams to align payroll practices with contract requirements Conduct internal audits to ensure compliance with Department of Labor (DOL) standards Maintain documentation and reporting required for federal contract compliance and audits Advise leadership on regulatory updates impacting federal workforce compensation and labor standards Support contract bids by reviewing labor categories, compensation structures, and compliance obligations Process Improvement Lead the implementation, compliance, and oversight of standard operating procedures (SOPs) to enhance HR operational efficiency. Collaborate with the Executive Director of HR and management team to design, build, and monitor client-centric internal systems that support business growth and operational excellence. Work directly with Department Managers to ensure SOPs align with desired process outcomes and business objectives. Facilitate review, approvals, and updates to SOPs, ensuring they remain relevant and effective. Oversee HRIS systems, data integrity, and reporting. Analyze workforce metrics to inform decision-making Competency Management Direct the implementation and evaluation of programs that facilitate the professional development and continuous learning of team members. Provide recommendations and analysis on the competencies required to meet upcoming client demands and existing contract requirements. Oversee the Training and Development program, ensuring it aligns with company growth strategies and talent development needs. Compliance Ensure compliance with OSHA, DOL, ACA, TWC, EEOC regulations, and other relevant laws. Vet and ensure contract compliance related to employees, including OIG, SAM, and other requirements. Qualifications College degree required; HR certification is preferred. Ten or more years of HR experience, with a strong preference for those with a background in construction and/or rapid deployment environments. Government contracting experience is preferred. Experience in HRBP role, Employee Relations role, and HRIS roles are preferred. Experience with multi-state payroll and compliance is necessary; outside the continental US is desirable; experience with certified payroll is desirable. Experience with RFIs, RFPs, and developing staffing patterns and estimating costs for projects. Resilient and composed under pressure, able to manage challenging situations and a calm and steady approach. Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Strong organizational skills and keen attention to detail. Robust analytical and problem-solving capabilities. Proven supervisory and leadership experience. Thorough knowledge of employment-related laws and regulations. Experience with a variety of human resource information systems. Proficient with Microsoft Office Suite or related software. #J-18808-Ljbffr