We’re partnering with a privately owned, private equity-backed company to hire their first ever HR Leader. The growth plan is bold: expand the footprint, acquire strong regional businesses, and build the leading platform in the region. They have the momentum and the backing. Now they need an HR leader who can build the foundation that lets them scale.
This a chance to design an HR function from the ground up, with direct access to ownership and senior leadership.
What you’ll do
Build and lead the HR function
- Assess current HR processes, capabilities, and infrastructure, then create a practical roadmap for what comes next
- Establish consistent policies and best practices across locations without creating red tape
- Strengthen the core disciplines: employee relations, performance management, compensation, benefits, talent development, recruiting, retention, and compliance
- Build a service-oriented HR team that gives managers and employees the tools they need to succeed
Fuel the buy-and-build strategy
- Partner with executive leadership on the people side of acquisition due diligence and integration
- Create a repeatable playbook for onboarding acquired businesses and aligning policies, systems, and practices
- Retain critical talent, communicate change clearly, and protect the culture that made each business successful
Be a trusted partner to leadership
- Coach operating leaders and front-line managers on employee relations, accountability, and team effectiveness
- Translate growth goals into actionable people strategies
- Bring consistency and structure while preserving the entrepreneurial spirit that got the company here
Own the employee experience
- Lead recruiting and retention for drivers, dispatchers, and operational leaders, partnering with local managers to solve real workforce challenges
- Track turnover, time-to-fill, and retention to show what’s working
- Build HR approaches that fit a hands-on, operational workforce
Create scalable systems
- Improve HR technology, employee data, and workforce reporting
- Work with payroll and outside providers to tighten processes and controls
- Support multi-state compliance, including wage-and-hour, workers’ compensation, and return-to-work coordination
Your first 12 months
- Assess HR capabilities and address immediate workforce and compliance needs
- Improve recruiting and retention for critical field and operational roles
- Put practical, scalable processes, systems, and reporting in place across locations
- Build the people-integration playbook for future acquisitions
What we’re looking for
- Significant progressive HR experience, including leadership of a broad HR function at the Director level or equivalent
- A track record of building, transforming, or professionalizing HR in a growing organization
- Experience supporting acquisitions, integrations, organizational change, or multi-entity environments
- Background in a multi-site, operationally complex business with a substantial hourly or blue-collar workforce
- Strong knowledge of employee relations, compliance, performance management, compensation, benefits, and HR operations
- Experience implementing or improving HR systems and workforce reporting
- The ability to partner with senior executives, coach operational leaders, and influence business decisions
