Vice President of Human Resources

Relocation assistance available for qualified candidates.

The Vice President of Human Resources is a senior executive accountable for elevating BSI’s HR function into a strategic partner that enables growth, strengthens leadership capability, and reinforces a high‑performance culture. This leader will professionalize and enhance HR processes while building workforce strategies that support a growing industrial process engineering consulting firm, including attracting and retaining highly skilled engineers, project managers, designers, and business support professionals in a competitive talent market and aligning talent capacity to utilization, project demand, and regional growth.

This is a highly visible, hands‑on leadership role that requires both strategic perspective and practical credibility across the organization. The Vice President of Human Resources will serve as a key member of the leadership team, directly influencing workforce planning, organizational design, manager capability, performance management, and long‑range growth strategy while helping BSI scale without losing the responsiveness, accountability, EOS leadership cadence, and client‑centered culture that have supported its success and repeat business.

• 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.
• Advise 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.

• 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…