The Director, Human Resources will be responsible for both the day-to-day operations and the long-term strategic direction of the Human Resources department and assists in implementing the company’s expanding HR Programs. This role is critical to the achievement of the company’s growth and strategic objectives. The Director, Human Resources will plan, lead, direct, develop, and coordinate the policies, procedures and activities ensuring legal compliance and alignment with the organization’s goals. The Director, Human Resources will be an essential partner to each function area, being decidedly proactive in proposing and implementing people solutions that provide growth paths, build efficiencies, and enable the organization to capitalize upon opportunities. The Director, Human Resources will be accountable for managing the following:
• Acts as a strategic partner to the leadership team in setting the overall direction of the company. Directs the overall human resources activities within the organization, establishing appropriate policies and initiatives that enable the Company to maximize the potential contributions of its associates.
• Assists in developing budget per company operating plan guidelines and executes initiatives (process improvement, talent development, attracting and retaining talent, etc.).
• Develops recruiting strategy to ensure the company is bringing on top talent in accordance with aggressive growth objectives. Leads the staffing and recruiting programs, ensuring the availability of associates to satisfy current needs, as well as projected “critical skills” that may be necessary as the company continues to expand service offerings and capabilities. Organizes new hire orientation, onboarding, and training.
• Functions as a member of the operation’s senior management team, bringing ideas and integrating human resources considerations that enhance the Company’s operations. Provides guidance/direction on matters pertaining to organizational design, employee hiring, termination, transfer, evaluation, training, and disciplinary actions as the company grows.
• Develops and supports proactive associate relations and communications programs ensuring that associate problems are addressed, and that the workforce continues to be well informed of the company’s performance, commitment to customer satisfaction, and future objectives. Will coach the other managers in the company on communications to the employees. Will develop and provide the company’s internal communication structure to support the leadership communication process with the associates including periodic survey for employee feedback.
• Introduces and administers metrics and processes to more clearly identify strong contributors to the Company’s success, as well as provide insights into how less accomplished performers may be able to strengthen their own contributions. Reviews and assesses company’s HR and Talent Management systems for expanded scale over next 3-5 years.
• Creates and delivers a program focused on leadership training and development for executive and leadership teams. In conjunction with the Operations team, ensure robust, visually based operations training program is in place for all levels of the field organization.
• Provides management consultation and support on all human resources matters. Keeps abreast of all legal issues affecting the human resource’s function and participates in developing and/or changing policies as needed. Demonstrates continuous effort to improve operations, decrease cycle time and streamline workflow processes. Develops and sustains a culture of safety, quality compliance, and professionalism.
• Will collaborate with IBEW Collective Bargaining Agreement (CBA) Administrator to ensure proper set up of signatory agreements with local unions for projects and storm work, maintaining of union classifications, rates, and fringe benefits and proper reporting to local unions.
• Ensures a consistent application of human resources policies, procedures, and practices, including:
o Assisting Compliance Officer with HR related issues, managing them to closure.
o Employee records and files: personnel, medical, driver qualification and 401k.
o Drug and alcohol program and compliance with Federal and applicable State regulations.
o Mandatory Federal reporting requirements (EEO-1, etc.) and defense of regulatory agency charges (Wage and Hour, EEOC, etc.).