HR Director

About the Role

The HR Director serves as the senior human resources leader for Nash Plumbing and Mechanical, LLC, a subsidiary of HB Global, and a trusted advisor to the Company President and leadership team. This role leads all aspects of human resources, supporting workforce strategy, employee relations, and organizational development. The company operates as part of a larger parent organization that provides shared services such as benefits administration and HR systems. The HR Director ensures effective HR practices while partnering with shared service resources to support operational needs. This position requires a balance of strategic leadership and hands-on HR execution in a fast-paced electrical contracting environment with a field-based workforce.

Responsibilities

• Strategic HR Leadership
  • Serve as the primary HR leader and a member of the company’s leadership team.
  • Provide guidance on organizational structure, workforce planning, and talent management.
  • Support leadership in building and maintaining a high-performing workforce aligned with business objectives.
  • Identify opportunities to strengthen organizational effectiveness, leadership capability, and employee engagement.
• Employee Relations & Workforce Support
  • Lead employee relations efforts, including investigations, conflict resolution, and performance management guidance.
  • Coach supervisors and managers on leadership practices, employee engagement, and workforce management.
  • Provide guidance on disciplinary actions, performance improvement plans, and employee separations.
  • Foster a positive workplace culture focused on accountability, safety, teamwork, and employee ownership.
• Talent Acquisition & Workforce Planning
  • Partner with leadership to identify hiring needs and workforce planning strategies.
  • Support recruitment efforts for field and administrative roles.
  • Ensure effective onboarding and integration of new employees.
  • Promote the organization’s employee ownership model as a recruiting differentiator.
  • Manage the company’s co-op program.
• Performance Management & Talent Development
  • Lead performance management processes, including goal setting, evaluations, and development planning.
  • Support leadership development and succession planning initiatives.
  • Identify training and development opportunities that support employee growth and business needs.
• HR Operations
  • Oversee day-to-day HR operations, including employee lifecycle activities, policy guidance, and HR process administration.
  • Oversee the company’s payroll function and team responsible for payroll processing, ensuring accurate, timely, and compliant administration.
  • Ensure accurate employee data management within HR systems.
  • Serve as the company point of contact for benefits and HR system coordination with shared service resources.
  • Support employee education and communication related to employee ownership programs such as the ESOP.
• Compliance & Risk Management
  • Ensure compliance with federal, state, and local employment laws and regulations.
  • Maintain effective HR policies and practices that support compliance and workforce management.
  • Provide guidance to leadership on employment-related risk and best practices.
• Construction & Field Workforce Responsibilities
  • Support leadership in managing a workforce that includes field employees and office staff.
  • Partner with operations leaders to support project-based workforce planning and staffing needs.
  • Assist with strategies for recruiting and retaining skilled electrical craft labor in a competitive market.
  • Support apprenticeship, training, and development initiatives that strengthen the skilled trades pipeline.
  • Collaborate with operational leadership to reinforce a strong safety culture and safety-first mindset.
  • Provide guidance on workforce issues unique to the construction environment, such as workforce mobility, jobsite behavior expectations, and project staffing changes.
  • Support workforce planning during periods of project ramp-up or reductions based on project needs.
• Employee Ownership & Culture
  • Reinforce the company’s employee ownership culture by promoting engagement, accountability, and long-term thinking.
  • Encourage leadership behaviors that align with the values of an employee-owned organization.
  • Partner with leadership to strengthen employee engagement and retention through a culture of ownership and shared success.
  • Curate and distribute the company newsletter and manage the company’s social media accounts.

Requirements

• Education
  • Bachelor’s degree in Human Resources, Business Administration, or related field required.
• Certifications (Preferred)
  • SHRM-CP / SHRM-SCP
  • PHR / SPHR
• Experience
  • 7–10+ years of progressive HR experience.
  • Experience supporting field-based workforces such as construction or other skilled trade industries strongly preferred.
  • Demonstrated ability to operate as the lead HR resource for a business unit or company.
  • Experience partnering directly with operational leadership in a fast-paced environment.
• Skills & Competencies
  • Strong employee relations and conflict resolution skills.
  • Knowledge of employment law and HR compliance requirements.
  • Experience supporting both field and office-based employees.
  • Ability to influence operational leadership and provide practical HR guidance.
  • Strong communication, leadership, and interpersonal skills.
  • Experience working with HRIS systems (Workday preferred).

Key Success Factors

• Strong partnership with company leadership.
• Effective management of employee relations and workforce issues.
• Development and retention of high-performing employees.
• Reinforcement of the company’s employee ownership culture.
• Compliance with employment regulations and sound HR practices.
• Support of company growth and operational success.