Director of People and Culture

We’re hiring a Director of People & Culture to lead people and culture strategy, project-manage HR policy/compliance and governance, develop and manage the departmental budget, and oversee performance, talent acquisition and workforce planning. This role ensures that the company attracts, develops, supports and retains top field and professional talent while maintaining compliance across multiple states. In partnership with the Directors of Total Rewards and Employee Relations/Compliance, the people team leads from a place of operational excellence, reinforcing a value based, quality-driven culture.

The Director of People & Culture balances strategic leadership with hands-on execution of employee relations matters. This role is accountable for ensuring that People and Culture policies and initiatives are practical, compliant, and aligned with the realities of a field-driven construction environment.

Outcome: The company culture positively reflects collaboration, quality, accountability, safety, and excellence.

Accountabilities:

• Partner with executive team to champion organizational change initiatives, including growth, restructuring, and process improvements.
• Uphold company values and reinforce them through a flexible, customer‑service focus and mindset.
• Serve as a trusted advisor to the CEO and executive team on people and culture matters.

Outcome: Leaders and employees are held accountable to clear expectations, and they are supported in their professional growth.

Accountabilities:

• Coach executives and senior leaders on people leadership, decision-making, and organizational effectiveness.
• Partner with Employee Development Manager as needed to ensure performance management systems are tied to company goals, project outcomes, and highlight individual accountability.
• Participate in leading development programs for current and emerging managers and executives across the organization.
• Work closely with the executive team on succession planning for key leadership and critical roles.

Outcome: The organization has the right structure, roles, and talent capacity to support current operations and planned growth.

Accountabilities:

• Manage internal mobility and internal candidate hiring to meet workforce needs.
• Partner with regional leadership and TA Manager to develop and oversee workforce strategy aligned with company growth plans and geographic expansion.
• Partner with executives, principals and operations leaders to build scalable org structures for field and project management teams.
• Support Employee Development Manager to refine job architecture, role clarity, and career paths across field, project management, and executive leadership roles.
• Partner with Regional Principals and Business Development Manager to ensure workforce plans are tied to regional project pipelines, backlog, and seasonal labor demands.

Outcome: The company attracts, hires, and retains high-quality field and office talent through consistent, compliant, and scalable hiring practices across all markets.

Accountabilities:

• Lead full-cycle recruiting as needed and serve as backup to the Talent Acquisition Manager.
• Develop national talent acquisition strategy for field, project management, and executive roles.
• Maintain recruitment systems, policies, and best practices for candidate experience, compliance, and reporting.
• Ensure hiring processes are efficient, consistent, legally compliant, and aligned with company values.
• Partner with Marketing to strengthen employer branding in existing and emerging markets.
• Oversee background checks and drug and alcohol testing, including compliant adverse action processes.
• Partner with TA Manager to draft and deliver relocation offers that balance business needs and retention.
• Oversee referral and signing bonus programs in accordance with company policy.
• Partner with legal counsel to manage nonimmigrant and immigrant work visa processes for hard‑to‑fill roles.
• Recommend and manage third‑party executive search firms for specialized, C‑Suite or hard‑to‑fill roles.
• Lea…