What are the responsibilities and job description for the Human Resources Director position at The Personnel Consulting Group?
On behalf of a leading industrial services provider across the U.S. Gulf Coast, The Personnel Consulting Group is seeking an HR director. Following recent strategic growth across regional hubs in Baton Rouge, LA, Geismar, LA, Lake Charles, LA, Beaumont, TX, and La Porte, TX, as well as field personnel in 8 to 10 states, the company is poised for continued expansion in the coming years.
Reporting directly to the CFO, the director of human resources will be an on-site leader based in Geismar, LA, tasked with building, professionalizing, and scaling the HR function. This role is ideal for a hands-on, resourceful HR leader who thrives in a fast-paced, industrial environment and enjoys establishing foundational processes, policies, and back-office infrastructure from the ground up. The director will provide clear leadership and direction to a small HR team and will provide review and oversight for payroll processing. Working in close partnership with executive leadership and the safety director, the HR Director will build a compliant, structured, and employee-focused HR department that supports ongoing growth and multi-site operations.
Primary Responsibilities
HR Infrastructure & Policy Development
- Build Systems & Policies: Establish core HR processes, standardization, and back-office structure tailored to a growing mid-sized industrial services business.
- Handbook & Policy Creation: Develop, update, and implement standardized employee handbooks, progressive discipline frameworks, and formal PTO policies
- Compliance & Governance: Ensure complete legal compliance with federal, state, and local employment regulations (e.g., FMLA, FLSA, EEOC, OSHA) across all operating locations and multi-state field personnel.
Team Leadership & Management
- Department Oversight: Directly manage, mentor, and set strategic priorities for the local HR Coordinator and regional HR Manager.
- Payroll Oversight: Review and audit payroll processing in coordination with the Payroll Coordinator.
- Cross-Functional Collaboration: Partner closely with the Director of Safety to align HR procedures with core safety requirements and operational risk management.
Systems Transition & Modernization
- HRIS & Payroll Migration: Drive the enterprise-wide transition and consolidation of systems for payroll, time/expense tracking, performance management, and compensation changes.
M&A Integration & Change Management
- Post-Acquisition Integration: Standardize HR policies, benefits, and administrative workflows between the legacy business (~200 employees) and the newly acquired business unit (~100 employees).
- Future M&A Support: Support due diligence, change management, onboarding, and organizational alignment for planned acquisitions over the next 12 to 24 months. Serve as a reassuring, grounding presence for employees during structural transitions.
Leadership Coaching & Employee Relations
- Supervisor Education: Train and advise field supervisors and managers on employment law basics, conflict resolution, FMLA management, performance management, and progressive discipline.
- Employee Relations & Offboarding: Act as a fair, objective, and accessible resource for employee concerns, conducting formal workplace investigations and guiding leaders through corrective action or compliant offboarding processes.
- Executive Advisory: Provide clear, direct, and actionable guidance to executive leadership on sensitive personnel matters, staffing fluctuations, and legal considerations.
Compensation, Benefits & Performance
- Performance Evaluations: Design and implement the company’s first formal annual performance review system.
- Bonus & Salary Structuring: Assist executive leadership in formalizing compensation structures, market salary benchmarking, and written year-end bonus programs.
- Benefits Coordination: Oversee employee health and welfare benefits programs in partnership with insurance brokers and vendors.
Candidate Qualifications & Requirements
- Experience: 8–10 years of progressive HR experience, with demonstrated success in an HR leadership or management role. Experience in a mid-sized company is highly preferred
- Industry Background: Proven experience in industrial services, field services, construction, energy, or technical craft environments is strongly preferred.
- Infrastructure Builder: Proven track record of building HR systems, writing handbooks, establishing PTO/FMLA programs, and standardizing back-office operations from scratch.
- Education & Certifications: Bachelor’s degree in Human Resources, Business Administration, or a related field required. Relevant HR certifications (SHRM-CP/SCP, PHR/SPHR) are a plus.
- Technical Proficiency: Experience navigating HRIS platforms (Paycom experience is a plus, but comfort with Excel and general HR database management is required).
- Leadership Style: High emotional intelligence, grounded maturity, direct communication, and a "roll-up-your-sleeves" work ethic. Able to balance compliance rigor with practical business needs.
Work Schedule & Travel Requirements
- Location: 100% on-site role in Geismar, LA
- Travel: Light regional travel to other branch locations (e.g., Lake Charles, LA; Beaumont, TX; La Porte, TX) approximately once per month or as needed (100% company-reimbursed)
Compensation & Benefits
- Base Salary: Targeted in the $120,000 – $140,000 range
- Bonus: Opportunity to participate in performance-based discretionary bonus plans.
- Healthcare: Comprehensive Blue Cross Blue Shield health coverage options (employer pays 50% of premium), plus HSA options.
- Voluntary Benefits: Dental and Vision coverage.
- Retirement: 401(k) retirement savings plan with company match.
- Paid Time Off: Accrued PTO program covering vacation and sick time.
Salary : $120,000 - $140,000