Vice President of Human Resources

Key Responsibilities

• Develop and execute a 3- to 5-year people strategy aligned with BSI’s growth objectives, business plan, client service model, repeat-business goals, and organizational priorities
• Evolve the HR function into a proactive strategic partner to the President and firm leaders across engineering, project delivery, operations, corporate services, and regional offices
• Build a high-performing HR team and foster a company-wide culture rooted in accountability, development, responsiveness, and EOS-based leadership discipline
• Lead organizational design and change management efforts that support growth, leadership alignment, staffing across projects, and scalable multi-office consulting operations
• Provide HR leadership and due diligence support for potential mergers, acquisitions, or strategic partnerships, including cultural assessment, talent evaluation, organizational integration planning, and retention strategies for key personnel
• Develop and execute post-acquisition integration plans focused on harmonizing compensation and benefits, aligning policies, retaining critical talent, and minimizing disruption to operations and culture
• Advisory executive leadership on people-related risks and opportunities associated with M&A activity to ensure successful value capture and cultural alignment
• Design and execute talent acquisition strategies focused on attracting high-caliber process engineers, project managers, designers, and business professionals
• Build long-term talent pipelines through universities, industry associations, employee referrals, internships, and targeted development programs that strengthen BSI’s technical bench
• Strengthen workforce planning and succession processes to forecast and address talent gaps in advance of growth targets, utilization needs, staffing across projects, and upcoming regional demand
• Establish and strengthen technical career paths for engineers and project managers that support retention, advancement, and long-term bench strength at BSI
• Champion initiatives that preserve BSI’s entrepreneurial, relationship-driven culture while scaling the organization with greater consistency, accountability, and EOS discipline
• Deploy engagement surveys, recognition programs, and career-pathing frameworks for engineers and project managers that improve retention, strengthen manager effectiveness, and support long-term growth at BSI
• Lead employee relations with fairness, consistency, and a solutions-oriented approach
• Total Rewards & Benefits
• Own the continuous enhancement of competitive compensation, incentive, benefits, and perquisite programs
• Conduct regular market benchmarking and implement targeted adjustments to attract and retain critical technical, project delivery, and leadership talent
• Manage benefit plans with a focus on cost-effectiveness and employee satisfaction

Talent Acquisition & Workforce Development

• Design and execute talent acquisition strategies focused on attracting high-caliber process engineers, project managers, designers, and business professionals
• Build long-term talent pipelines through universities, industry associations, employee referrals, internships, and targeted development programs that strengthen BSI’s technical bench
• Strengthen workforce planning and succession processes to forecast and address talent gaps in advance of growth targets, utilization needs, staffing across projects, and upcoming regional demand
• Establish and strengthen technical career paths for engineers and project managers that support retention, advancement, and long-term bench strength at BSI

Employee Engagement, Culture & Retention

• Champion initiatives that preserve BSI’s entrepreneurial, relationship-driven culture while scaling the organization with greater consistency, accountability, and EOS discipline
• Deploy engagement surveys, recognition programs, and career-pathing frameworks for engineers and project managers that improve retention, strengthen manager effectiveness, and support long-term growth at BSI
• Lead employee relations with fairness, consistency, and a solutions-oriented approach

Total Rewards & Benefits

• Own the continuous enhancement of competitive compensation, incentive, benefits, and perquisite programs
• Conduct regular market benchmarking and implement targeted adjustments to attract and retain critical technical, project delivery, and leadership talent
• Manage benefit plans with a focus on cost-effectiveness and employee satisfaction

HR Compliance & Risk Management

• Ensure compliance with employment laws, company policies, and sound people-risk management practices across the organization
• Maintain effective processes for employee relations, investigations, documentation, and policy administration
• Oversee workers’ compensation, benefits-related risk, and people programs that support a safe, compliant, and productive workplace

HR Operations & Technology

• Optimize existing HRIS, ATS, and payroll systems to eliminate manual processes and provide timely workforce analytics that support hiring, retention, utilization, staffing across projects, and leadership decisions across offices
• Establish standardized, scalable HR policies, procedures, service delivery expectations, and leadership support mechanisms that reinforce accountability and operating cadence across the firm

Qualifications & Experience

• Required: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field; advanced degree or HRCI / SHRM-SCP/SPHR certification strongly preferred
• Minimum 12+ years of progressive HR experience, with a minimum of 5 years in a senior HR leadership role (VP or Director level)
• Proven success evolving an HR function into a strategic business partner within a professional services, engineering, consulting, or similarly talent-intensive environment
• Hands-on experience implementing HRIS/ATS platforms and building data-driven talent acquisition and workforce planning processes
• Demonstrated success leading organizational change, culture initiatives, and high-performing HR teams
• Experience providing HR due diligence and integration support for mergers, acquisitions, or strategic partnerships
• Preferred: Experience in a privately held, growth-oriented engineering, consulting, or technical services firm
• Familiarity with the talent, utilization, and leadership needs of engineering consulting or project-based professional services organizations
• Experience supporting organizational growth, leadership development, technical career paths, and scalable people systems in a multi-discipline, multi-office business
• Experience improving HR reporting, manager capability, and employee experience through effective systems and process design
• Working knowledge of compensation strategy, performance management, organizational development, and accountability frameworks such as EOS in a growth-focused business

Leadership Competency Profile

• Strategic Thinking
• Change Leadership
• HR & People Credibility
• Talent Development
• Data-Driven Decision Making
• Cross-Functional Influence
• Execution Discipline
• Culture & Values Guardian