Director, Human Resources - Power Delivery

About the role

The Director Human Resources - Power Delivery serves as the overall strategic HR leader and business partner to the operations leadership of the Power Utilities group. This role will partner closely with senior leadership, operational leaders, HSE/Safety, Legal and corporate HR functions to align Power's HR strategies with business objectives while fostering a high-performance culture focused on safety, accountability, teamwork, ethical behavior and employee development. Based in Denton, TX, this role leads a team of approximately 10 HR Managers, Generalists and/or Coordinators geographically dispersed across Texas, Florida and Louisiana. The workforce supported is approximately 2,800 employees, 85% of whom are non-union hourly field construction workers working at client construction sites across the United States.

Essential Duties And Responsibilities

Strategic Leadership

• Use workforce data and business trends to identify people-related risks and opportunities and recommend actions to senior leadership.
• Partner closely with HSE/Safety and Operations leadership to strengthen safety culture, employee accountability and frontline leadership behaviors that support safe execution of work.
• Provide strategic counsel regarding labor market trends, workforce availability, skilled craft labor, retention challenges, workforce deployment and talent acquisition strategies.
• Lead the development and implementation of HR initiatives that strengthen organizational effectiveness, employee engagement, accountability and retention.
• Act in a professional, ethical and confidential manner at all times with strict adherence to the company's Code of Conduct.
• Serve as a trusted advisor to senior leadership on organizational design, talent management, succession planning, compensation, employee relations, workforce planning and organizational effectiveness.

Talent Management

• Facilitate workforce planning to ensure staffing levels align with project demands, future growth and changing workforce requirements.
• Develop and execute targeted retention strategies for critical professional, leadership and skilled craft populations, using workforce data and employee feedback to identify retention risks.
• Partner with Operations and Corporate Learning & Development group to strengthen frontline supervisor and manager effectiveness through leadership development, coaching, performance management and employee relations training.
• Support and drive the annual performance management, talent reviews, mid-year goals reviews and leadership coaching efforts.
• In partnership with Corporate Talent Management group, drive succession planning and leadership development across senior leadership, operations leadership, frontline supervisors and other critical talent populations.

Employee Relations & Compliance

• Promote a culture of inclusion, respect, accountability, teamwork, professionalism and ethical business conduct.
• Partner with HSE/Safety and Operations leadership on employee accountability, workplace conduct, safety-related employee matters and other workforce risks.
• Ensure compliance with federal, state and local employment laws, regulations and company policies across the geographically dispersed workforce.

Compensation & Benefits

• Establish and monitor HR performance metrics, including turnover, retention, staffing levels, employee relations activity, engagement and other workforce indicators.
• Support annual compensation planning, promotion reviews and organizational restructuring activities.
• Collaborate with corporate Compensation and Benefits teams to ensure competitive and equitable compensation programs for professional, leadership and hourly field populations.

Organizational Effectiveness

• Partner with Operations leadership to ensure HR strategies and organizational changes are effectively communicated and implemented across geographically dispersed locations.
• Utilize workforce analytics and key performance metrics to identify trends, workforce risks and opportunities and drive business decisions.
• Lead or support HR activities associated with acquisitions/divestitures, including organizational structure, talent retention, compensation alignment, employee communications, cultural integration and HR process integration, as applicable.
• Lead change management efforts related to growth initiatives, acquisitions, organizational changes and workforce transformations.

Leadership & Team Development

• Working with the Senior HR Director of Utilities, building a strong HR team and org structure, developing HR team members for success in their current role and growth with increased responsibility and leadership.
• Coach and provide disciplinary counseling to HR team members when performance is not meeting expectations.
• Foster a collaborative environment focused on teamwork, professionalism, ethical behavior, service excellence and continuous improvement.
• Ensure HR team members have the capability, tools and training necessary to support a predominantly hourly field construction workforce.
• Establish effective communication rhythms, team meetings and operating practices that connect geographically dispersed HR team members and promote consistency.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field; equivalent combination of education and experience may be considered.
• Minimum 10–15 years of progressive Human Resources experience, including significant experience supporting construction, utility, energy, infrastructure, industrial, or field operations environments.
• Minimum 5+ years of leadership experience managing HR teams and/or HR business partner functions.
• A "Working Director" capable of rolling up their sleeves and assisting with complex or time-sensitive HR matters when required, while maintaining focus on strategic leadership and team effectiveness.
• Experience leading a geographically dispersed team of 10-15 employees.
• Expectation is this role be in the office 4 days/week when not traveling to other office locations.
• Able to travel overnight as needed to other states where HR teams are based.
• Demonstrated experience partnering with senior and executive leadership teams.
• Strong knowledge of federal and state employment laws and regulations in the states where Power employees are based.
• Proven expertise in employee relations, organizational development, workforce planning, talent management, change management and HR operating model leadership.
• Strong analytical, problem-solving, and decision-making skills.

Preferred

• SHRM-CP or SPHR certification.
• Knowledge and experience with Workday.
• Strong preference given to candidates with experience in the utility, power delivery, transmission, distribution, or construction industries.

Key Competencies

• Ethical
• Strategic Thinking
• Executive Presence
• Team Player
• Business Acumen / Operational Partnership
• Influence, Relationship Building & Strategic Communication
• Talent Development
• Change Leadership
• Workforce Planning & Field Strategy
• Employee Relations Expertise
• Conflict Resolution
• Communication and Presentation Skills
• Analytical, Data-Driven Decision Making
• Critical Thinking

Travel Requirements

Ability to travel overnight to offices in Baton Rouge, LA and Clearwater, FL areas and other offices/locations as needed to support business operations, leadership teams, and employee populations. Travel is estimated at 25%.

Benefits

• 401k w/employer match
• Health/Dental/Vision insurance plans
• Paid time off
• 10 paid holidays
• Stock purchase plan