Director of Human Resource Compensation / Benefits

Director of Human Resources – Compensation & Benefits Primary Focus: Compensation &

Benefits

About the Company

A leading national provider of mission-critical infrastructure services, this PE-backed organization operates across two distinct business lines — planned infrastructure work supporting electric utilities and an emergency/event response division that mobilizes rapidly in response to major weather events and disasters. With approximately 1,000 core employees that flex significantly during peak demand periods, the company operates across 35 states and has grown significantly through acquisition. The organization is in an active and dynamic phase — a newly appointed CHRO is building the HR function from the ground up, consolidating multiple legacy systems and programs into a unified, scalable platform.

The Opportunity

This role carries a broad HR title but make no mistake — compensation and benefits is the primary mandate. The company has a mix of union and non-union employees across two divisions, multiple benefit programs that have not yet been consolidated post-acquisition, and a bonus and incentive structure that needs to be designed and managed with intention. The CHRO needs a practitioner, not a generalist — someone who has spent their career in comp and benefits, knows the discipline inside and out, and can operate as a solo resource while the function is built.

You will report directly to the CHRO and serve as the sole dedicated comp and benefits resource, with a Benefits Coordinator coming online within approximately one year. Beyond your core comp and benefits responsibilities, you will serve as an HR thought partner to the CHRO and provide generalist coverage as needed — but your first and primary obligation is to build a world-class compensation and benefits infrastructure from the ground up.

If you want to build something and leave a mark, this is the environment for it.

What You’ll Do

Compensation & Benefits Leadership (Primary Focus)

• Own the end-to-end design, execution, and administration of the company’s compensation and benefits programs as a standalone practitioner.

• Design, implement, and manage company-wide bonus and incentive compensation plans across multiple divisions and employee groups.

• Lead the consolidation of legacy benefit programs into a unified, scalable enterprise benefits structure.

• Serve as the primary point of contact and relationship manager for the company’s benefits broker and external vendors.

• Conduct market benchmarking and develop competitive salary structures aligned with a PE-backed, multi-entity organization.

• Partner with business unit leaders to evaluate compensation decisions, provide recommendations, and ensure internal equity and consistency.

• Navigate and support compensation and benefits considerations across both union and non-union employee populations.

• Work within and help rationalize existing HRIS platforms, including UKG, ADP, and Paylocity.

• Build foundational compensation and benefits policies, processes, and frameworks where none currently exist.

• Lead end-to-end open enrollment processes, including vendor coordination, communications, and employee education.

HR Generalist Support (Secondary Focus)

• Act as a strategic partner to the CHRO as the broader HR function continues to evolve.

• Provide general HR advisory support to business unit leaders as needed.

• Support HR compliance, policy development, and operational initiatives in partnership with HR leadership.

What We’re Looking For

• A dedicated compensation and benefits professional—this is not a generalist HR role with comp exposure.

• Experience working in a structured, large enterprise or public company environment, with a successful transition into a smaller, more complex organization.

• Proven track record of building or significantly redesigning compensation and benefits programs from the ground up.

• Hands-on experience managing broker relationships, leading benefits strategy, and owning open enrollment end-to-end.

• Strong knowledge of incentive compensation design, bonus structures, and variable pay programs.

• Experience operating in post-acquisition or multi-entity environments with fragmented systems and processes.

• Exposure to both union and non-union workforce environments strongly preferred.

• Familiarity with HRIS platforms such as UKG, ADP, and/or Paylocity is a plus.

• Operator mindset: comfortable being the “doer,” not just a strategic overseer.

Qualifications

• Bachelor’s degree required.

• CCP (Certified Compensation Professional) or CEBS designation preferred.

Compensation & Location

This is a full-time, on-site position based in Charlotte, NC. Compensation is competitive and will be commensurate with experience.