HUMAN RESOURCES EXECUTIVE DIRECTOR

You are a construction industry professional occupying a human resources leadership position. You are versatile and can handle the standard generalists’ role, the complex matters of policy regarding compensation and bonus compensation, you can handle political and legal debacles, and you know the business well enough to credibly engage top construction engineering and operational professionals in recruitment efforts. You have been a leader and innovator in training, educational and leadership development programs and are a strong proponent of and are knowledgeable about training systems.

We are a self-performing EPC firm. Hundreds of million in sales, and nominally several thousand people in scale today, we recognize our need for a strong HR leader to help us evolve in a positive and systematic way. We do have something completely unique to contribute to your professional growth and we will describe that but we have agreed to discuss the bumps and challenges first, because HR in the construction industry is not for the feint of heart.

Constructors (read that we, us) had a historical tendency to allow the HR functions to lag their preconstruction and operational functions. For many construction people, anything that did not drag in a contract or could not be billed out was not necessary to have it in place to get the businesses started or even to sustain it. At some point long after the needs existed and just before terminal damage was done and with that need further fueled by regulatory compliance and legal issues the HR function as a critical professional function finally is recognized, engaged and then expected to catch up. That is pretty much it. On top of that, operational people were and often still are resentful of office professionals in general. Owners are always stressed by overhead positions thus putting the icing on a tough road.

Despite the fact that we are in part a high technology firm and employ some of the most distinguished engineering staff in the business, along with senior managers with multiple degrees, certifications and professional registrations, there are elements of the traditional constructor’s business that have been here for more than half a century and “show me" is a prevailing sentiment.

The executive leader of our HR department must be a professional that knows the laws, that knows how to do risk and benefits analysis, develop compensation and bonus plans, handle or at least oversee workers compensation operations, and manage incidents. That collection of generalist’s responsibilities is a whole unique universe, and we know that. Needing all of that, many of us have agreed that our HR leader should know our business and understand how CONSTRUCTION business is proposed, engineered, how a project is launched, a CPM schedule is developed, all about AIA documents, contract law, trade coordination and general project management. We believe that a HR executive professional that actually knows our business will make a huge difference, and, again, we will elaborate on that notion as well.

When you look for a “peak career" position, we think it is reasonable to look for lifelong potential, and growth. In order to supply that a company has to have a vision of future goals and has to have a way to differentiate their business, product and service offerings from those of the purportedly competitive businesses. Your target business for “peak career" needs to be a growth oriented business, and one that has proven to be able to manage growth under control. There must be elements of necessary evolution, such as IT systems, ERP/ERM systems, policies and changes in target staffing that are evidence of planned and purposeful evolution. Internal structural changes have to be in evidence.

Even before we enjoy the benefit of your potential, you will be able to see the evolution and practical systematization in our business. We have distinguished our business in several essential ways. The easiest markers to identify are service types and target markets. The notions were simple but exceedingly difficult to execute: offer as product/services the most technical aspects of a construction project and address markets that are the most difficult to penetrate. An example of such a collection of defensible pursuits would be our provision of fully integrated electrical power and electronic systems integration to critical defense infrastructures. Here you have to have the engineers, the professional registrations, the key certifications, crack federal proposal teams, fully cleared personnel at every level, specialized tools, contract professionals knowledgeable in the unique documentation and reporting requirements of the Fed and so on. It is essential work, it is funded in even the toughest of times, and few can play there.

Other examples are similar construction services with target markets such as mission critical businesses and the specialty technology businesses such as semiconductor fabrication. Total systems design and build (with commissioning services) is rare, and when those projects get really big, and they do get really big, the sandbox is very small. Books could be written about our strategies and successes but we will pass your acid test regarding the future potential of the overall business and we will deliver dizzying growth for you to grow your career into.

Privately held, with young, smart and visionary ownership, we are a company that rewards an "invested career". Quite the opposite of the big public firms, time in the water here builds your personal equity pool rather than melting the ice under your feet. A right fit person can retire here.

The issue is divided needs. The needs of the financial branch are oriented towards data collection; EEO and other legal compliance, salaries, bonus compensation, insurance costs and other HR derived statistical data is what is sought. Operations will be looking for a supply of quality people, and explosive reaction to their urgent needs. There are additional issues associated with training and the need for leadership development programs. These demands compete, and we need you to monitor the circumstances and negotiate the balance, because all needs must be addressed. Keeping an eye on what produces the revenue while sustaining administrative and communication needs is the Holy Grail but it is as difficult to find.

We do have a very strong recruitment department, a historical training system, and there is HR support scattered in a number of departments (finance and accounting has always played a strong role, even an innovative role). The recruitment department is effective at the field, field management and mid-level project management levels. Executives need a different touch. Executive recruitment and interview is typically most effective as a peer process and that is another reason to hire a CONSTRUCTION executive HR professional.  To conduct a great interview and to assess the inputs from a strong executive candidate require an interviewer that really knows the subject matter.

You will be helping to direct a significant recruitment department as they work the schools, develop promotional and recruitment campaigns, jobs descriptions, Internet advertising and you will be entirely hands on has the recruitment moves into executive positions. There is a great deal of work to be done.

We are a high-pressure environment, and the fervency will continue as we pursue a continuous growth curve. We are an exciting firm and, I sincerely believe one the most evolved technical power and communications systems design build firm in the US working a national and international footprint.

Success in this position is going to depend on a combination of "personal power", experience, acumen and skills. If you do not see yourself as person as tough as you are brilliant, this is not the job for you.

RESPONSIBILITIES

• The executive level management, direct participation in and oversight of the full spectrum HR generalist’s responsibilities (compensation plans, structures and policies, benefits development, maintenance, employee review, enhancement, competitive assessment, benefits program bid and review, EEO work, general legal compliance work, systems development and maintenance, workers comp., legal work and etc.).
• The formulation of evolving HR policies to address growth and change.
• Direction, management, support and hands on involvement in recruitment.
• Executive recruitment.
• Executive management of internal and external training / career development systems, consultants and providers.
• Leadership development support as a liaison to the director of training and as an instructor when that is possible and your experience pertinent.
• Skills assessment and training recommendation.
• Cross teaming with directors to forecast staffing needs.
• Routine interaction with safety and the financial department (that crosses over into the HR function in many ways in our particular business).
• Incident management (injury, serious misconduct, workplace violence, harassment and etc.)
• Employment law systems development and maintenance. Policy manuals, employee handbooks, training and informing managers and supervisors of relevant laws (OSHA, ERISA, EEO, TEFRA, Wage and Hour) compliance, compliance record structures, management, record keeping. If there are special plans, such as affirmative action plans or MBE partnering the HR Director will administer and manage the plans.
• Succession planning as appropriate for divisions and departments.
• Contribution to and evolution of performance review and bonus compensation procedures.
• The assessment and application of any and all pertinent resources (background checks, psychological profiles, skills testing, development of college and university alliances, strategic partnerships and etc.)

• A distinguished career in Human Resources management
• BA/BS minimum educational requirement, advanced degrees highly desirable.
• Construction business experience.
• HR certifications desirable (SPHR).
• Strong legal and contracts background.
• Personal power and effectiveness in presentation and public engagements.
• Outstanding verbal and writing skills.
• Strong computer skills and aptitude.
• Superior listening skills.
• A strong work ethic.
• 10 years HR leadership experience.
• US Citizen
• Clean driving record.
• Willingness to be processed for various Federal security clearances.
• A willingness to do national and international travel (30% projected).

COMPENSATION

Salary range is $130 - 160K. Bonus has been a meaningful compensation element here and has long been a part of our culture. 401K with match. Medical (Blue Cross PPO), dental and life insurance.  What I have discovered regarding compensation is that special cases will be discussed. As will always be the case, fit and potential contributions will determine the overall package.

CONTACTING US:

Please send your cover letter and resume DIRECTLY to the EMAIL address below (as opposed to applying through the job boards) as a Word file or TEXT. NEVER publicly post a resume in response to this ad.

EMAIL: [Click Here to Email Your Resumé]

SUBJECT LINE: HREXEC

PRIVACY: We use an external consultant for prescreening. A significant motivation for this process is that it allows you to ask questions regarding the position and company without any of your personal information entering company records. If you decide on the basis of conversation(s) with the consultant that this position is not for you, your information will never reach the company proper and your privacy is 100% assured in that way.