Summary
The Director must be able to steer the company in the most profitable direction while also implementing
and representing B&D's mission, vision, and values. This role requires a person who has a very high
capacity to think strategically and critically, while supporting guidelines developed amongst the executive
and director groups, to drive the company's objectives. The Executive Team's expectation for this role is
for the Director to act as a teambuilder, leader, and mentor to cultivate and support the growth of their
teams, while maintaining a sincere focus on the highest customer experience deliverable, to ensure
continued profitable revenue growth.
The Director designs, plans, and implements human resources initiatives while aiding in the retention and
development of existing staff as well as the recruitment of new staff. This person ensures compliance
with company policies, government regulations, and law. This person thrives in an innovative
environment where there is an emphasis on positive company morale, all while being involved in helping
to influence the big picture. This Director role works directly with the President to develop plans to align
the people strategy of the organization with market trends, sociological changes, and cultural demands in
our industry. This guarantees the preservation and positive evolution of our culture so that B&D remains
a best-in-class place to work.
Roles
•Developing and executing the company's business strategies to attain the goals of the Board of
Directors (BOD) and Executive Team.
•Acting as an ethical, inspirational leader and mentor, providing strategic advice and direction for
their team members, and reporting back on status and developments to the BOD and Executive
Team.
•Fostering and maintaining trusted relationships with employees, business partners, and support
(vendors, subcontractors, etc.)
•Preparing and implementing comprehensive business plans to facilitate achievement by planning
cost-effective operations and market development activities.
•Analyze problematic situations and occurrences and provide solutions to ensure company survival
and growth.
•Defining opportunities to attract, develop, and retain the best talent to support the mission, vision,
and values.
•Identifying, creating, and implementing opportunities to grow personnel to support their
professional development and company growth.
•Leading company accountability efforts to create a safe, fun, and rewarding work environment by
making decisions for potential work or employee advancement to promote the best overall interest of the company while driving innovative ways to continue delivering best-in-class service to our
customers and continuing to foster profitable growth of the company
Responsibilities
•Establish and implement HR efforts that effectively communicate and support the company's
mission and vision.
•Function as a strategic business advisor to the executive/senior management of each business unit
or specialty group regarding key organizational and management issues.
•Work in conjunction with the management team to maintain an employee-oriented company
culture that emphasizes quality, continuous improvement, teamwork, and high performance.
•Ensure EEO compliance and Affirmative Action compliance, oversight, and support.
•Effective management of all personnel changes, including promotions, raises, transfers,
demotions, layoffs, and terminations.
•Assists HR Manager with grievances and violations invoking disciplinary action when required,
including assistance in employee terminations when necessary, and completing exit interviews for
office personnel.
•Provide conflict resolution through mediation and counsel on disciplinary issues.
•Coordinate with the HR Team to ensure that job descriptions for all positions are accurate and
current.
•Work with the President and HR Team to develop programs to recruit and retain top-quality staff
for all departments and to understand the organization's goals and strategy related to staffing,
recruiting, and retention.
•Manage and facilitate foreign employee requirements, including visas, immigration requirements,
and employment status changes.
•Oversee, mentor, and motivate the HR Team to ensure the responsibilities listed in their job
descriptions are completed in a timely, accurate, and satisfactory manner.
•Monitor adherence to internal policies and legal standards.
•Priority areas (retention, development, recruitment, support, compliance):
o Retention: Coordinate and monitor our performance management systems and manage
corporate policies, procedures, and strategies to ensure optimization and retention of our
staff. This includes reward, recognition, communication, and employee morale-building
activities.
o Development: Ensure B&D's Learning and Development Procedure is effectively and
consistently implemented to ensure our employees are getting the training and education
needed for success.
o Recruitment: Recruit talented, capable individuals by implementing an effective
Corporate Talent Acquisition strategy.
o Support: Support our projects and project teams to aid in the delivery of a safe, profitable
project.
o Compliance: Ensure corporate compliance with applicable federal, state, and local
employment laws, including record-keeping and reporting.
•Manage and take ownership of the Vista HR system to ensure integrity and accuracy of employee
data. Maintain and mange personnel files including training records, safety activities, OSHA
personnel items, and workers' compensation.
•Training - Lead the effort to train staff, maintain all training records, and compile any necessary
reports.
•Claims and case management - Lead claims management efforts for the company.
•Work with the HR Manager to investigate all health and safety complaints related to home office
or the field in conjunction with the Safety Department and make recommendations for resolution.
•Coordinate with the Safety Director on workers' compensation issues
•Excellent verbal and written communication skills, interpersonal and negotiation skills, analytical
and problem-solving skills, supervisory and leadership proficiency.
Education and Experience
•Bachelor's Degree in Human Resources, or a professional HR certification.
•Understands the requirements of a professional HR Manager position.
o DOT, EPA, and OSHA familiarity; understands compliance with local, state, and federal
Occupational Safety and Health rules and regulations
o Knowledgeable in workers' compensation case management, including return to work
programs.
•Minimum 10 years management or leadership experience and 5 years HR experience.
•SPHR Certification or industry equivalent.
Supervisory Responsibility
This position includes, but is not limited to, supervision of the HR Manager, Learning & Development
Manager, and HR Generalist & Recruiter.