Director of Human Resources, FORTA

About The Heritage Group

The Heritage Group is a fourth-generation, family-owned business focused on construction and materials, environmental services and specialty chemicals. Over the last 90+ years, the Heritage portfolio has grown to include more than 50 companies that employ more than 6,000 people. What unites this diverse group of businesses and individuals is our commitment to create a safer, more enriching, and sustainable world by harnessing the power of family.

FORTA is a Pennsylvania-based leader in synthetic fiber reinforcement for asphalt and concrete, pioneering products that improve pavement performance, enhance durability, and strengthen infrastructure worldwide. Acquired by The Heritage Group (THG) in 2026, FORTA is positioned for accelerated growth as part of THG's construction and materials platform - a fourth-generation, family-owned business united by a commitment to innovation, technical excellence, and people-first culture. The Director of Human Resources serves as FORTA's senior HR leader and strategic people partner, responsible for building the HR infrastructure, culture, and talent capabilities needed to support a growing, fast-moving organization. This role leads all aspects of employee relations, talent acquisition, talent management, HR compliance, and policy - and serves as FORTA's primary liaison to The Heritage Group's HR teams. This is a high-impact, broad-scope role suited for a hands-on HR leader who thrives in a dynamic environment and is energized by building systems, developing people, and serving as a trusted advisor to both employees and leadership. The Director will report directly to the FORTA CFO and maintain a dotted-line relationship with THG HR to ensure alignment with enterprise-wide programs, policies, and integration milestones.

• FORTA is headquartered in Grove City, PA. Qualified candidates must be based in the Grove City, PA area or the Indianapolis, IN area and be willing to travel to other FORTA locations 1-2 x per month.*

Essential Functions

• EMPLOYEE RELATIONS & CULTURE
• Serve as the primary point of contact for employee relations matters, providing guidance and resolution support to employees and managers at all levels.
• Foster a positive, inclusive, and high-performance workplace culture consistent with FORTA's values and The Heritage Group's people-first philosophy.
• Conduct investigations and resolve workplace concerns with fairness, consistency, and appropriate documentation.
• Advise managers on performance management, disciplinary actions, and conflict resolution in a manner that protects both the employee and the organization.
• Champion employee engagement initiatives and help leadership understand and act on workforce sentiment.
• TALENT ACQUISITION
• Lead end-to-end recruiting for all FORTA positions, partnering closely with hiring managers to define needs, develop job profiles, and build candidate pipelines.
• Develop and execute sourcing strategies that attract top talent to a specialized, growth-stage manufacturing and materials business.
• Manage offer processes, ensure competitive and equitable compensation positioning, and deliver a high-quality candidate experience.
• Build and maintain relationships with external recruiting partners, universities, and industry networks to support current and future hiring needs.
• Coordinate and continuously improve new hire onboarding to accelerate time-to-productivity and reinforce cultural integration.
• TALENT MANAGEMENT & DEVELOPMENT
• Oversee performance management processes, including goal-setting frameworks, mid-year check-ins, and annual reviews.
• Partner with FORTA and THG leadership on succession planning, high-potential identification, and career development pathways.
• Leverage THG's enterprise talent management tools and frameworks, localizing them appropriately for FORTA's workforce size and culture.
• HR COMPLIANCE, POLICIES & INFRASTRUCTURE
• Develop, maintain, and communicate HR policies and procedures in compliance with federal, state, and local employment laws.
• Ensure accurate HR recordkeeping, documentation, and reporting practices.
• Support workplace health, safety, and wellbeing programs in partnership with operations leadership.
• Maintain up-to-date knowledge of employment law changes and proactively advise leadership on compliance risks.
• FINANCIAL RESPONSIBILITY & CONFIDENTIALITY
• The Director of Human Resources is responsible for managing within approved HR department budget parameters. Any expenditure outside normal approved budgets requires prior authorization. This role carries a high confidentiality designation - the incumbent will regularly access sensitive employee, compensation, and organizational information. Proprietary information of any nature is not to be shared inside or outside the company without prior authorization.
• Additional duties and responsibilities as assigned, including but not limited to continuously growing in alignment with the Company's core values, competencies, and skills.

Education Qualifications

• Required Bachelor's Degree in Human Resources, Business Administration, or a related field.
• Preferred Master's Degree in HR, Business, or Organizational Development

Experience Qualifications

• Required Minimum 7 years of progressive HR experience with demonstrated breadth across employee relations, talent acquisition, and talent management.
• Required at least 3 years in a senior HR role with direct ownership of HR strategy and execution, ideally in a mid-size manufacturing, materials, or industrial business.
• Required proven ability to work independently and serve as the primary HR leader for a business unit or standalone company.
• Required strong working knowledge of employment law and HR compliance requirements.
• Required exceptional interpersonal skills and the credibility to build trust with employees and leaders at all levels.
• Preferred experience working within a multi-company or portfolio environment with shared services (HR, payroll, benefits).
• Preferred familiarity with payroll and HRIS system transitions or integrations.
• Preferred experience in a post-acquisition or integration environment.

Skills and Abilities

• Effective communication
• Ability to manage through complexity and ambiguity
• Ability to build strong, trusted relationships
• Influence others to achieve desired outcomes and results
• Proven track record of strong people leadership and influencing through change
• Strong problem solving and decision-making quality
• Willingness to travel 20% of the time of which may include overnight

Licenses and Certifications

• PHR, SPHR, or SHRM-CP/SCP certification. Preferred

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

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