Internal- Corporate Human Resources Director

Position Summary            

The Corporate HR Director is a strategic yet highly hands-on leader accountable for the full spectrum of human resources across the parent company and all subsidiary entities. This role partners directly with the executive team to translate business strategy into people strategy, ensuring that talent, culture, organizational design, and workforce capabilities are aligned with growth and operational objectives.

Operating in a lean, multi-entity environment, the Corporate HR Director balances enterprise-level leadership with practical execution—driving talent management, organizational development, succession planning, total rewards, employee relations, and multi-state compliance while building scalable processes that support both current operations and future expansion. The position requires strong judgment, executive presence, and the ability to influence senior leaders while remaining deeply engaged in the day-to-day realities of a growing organization while upholding the strictest of confidence.

Essential Duties and Responsibilities                

Strategic Alignment & Enterprise Leadership

• Translate Tecnico Holdings’ business strategy, growth plans, M&A pipeline, and post-merger integration into a coherent people strategy that delivers the right talent capacity, capabilities, and culture
• Serve as a trusted advisor to the executive team on organization design, workforce implications of new contracts or facilities, Managed Service Organization (MSO) models, and cultural integration post-acquisition
• Establish clear HR metrics and dashboards that link people outcomes to operational and financial performance; use data to drive decisions and continuous improvement

Multi-State Compliance, Risk, and Consistent Practice

• Build and maintain an enterprise policy and practice framework that ensures compliance with federal requirements and the distinct employment laws of California, Washington, Hawaii, Virginia, Florida, Pennsylvania, and any additional states of operation, while allowing appropriate local flexibility
• Lead sensitive employee-relations matters, investigations, and risk mitigation in partnership with legal counsel, producing consistent, defensible outcomes and reduced exposure
• Drive consistent application and accountability of core HR practices across entities without creating unnecessary bureaucracy

Workforce Planning, Talent Acquisition & Skilled Pipeline Development

• Lead and support workforce development and enterprise workforce planning that anticipates demand across trades, technical, and professional roles driven by contract awards, facility needs, and growth
• Design and scale registered apprenticeship, pre-apprenticeship, and earn-and-learn programs in partnership with operations, technical schools, community colleges, workforce boards, and (where relevant) labor organizations. Treat these as primary talent engines for critical trades, with clear competency progression, mentorship, and pathways to journeyman-level and supervisory roles
• Optimize talent acquisition and onboarding so that critical roles are filled faster with higher-quality hires who reach productivity sooner and stay longer
• Build internal mobility and career-path frameworks that reduce external hiring dependency and increase retention of high performers

Talent Management, Learning & Organizational Development

• Own performance management, succession planning, and leadership development systems that strengthen the bench for key operational and managerial roles
• Create structured learning architectures—including technical skills, safety, leadership, and soft-skills development—that support both new-hire ramp and incumbent upskilling/reskilling as work evolves
• Coordinate as necessary executive coaching and high-potential development that improves leadership effectiveness and readiness for larger roles
• Foster a culture of continuous learning, accountability, and high performance aligned with Tecnico’s operational and quality standards.

Total Rewards & Retention

• Design and manage compensation and benefits strategies (using tools such as ERI and relevant industry benchmarks) that achieve external competitiveness, internal equity, and alignment with business performance and employee ownership principles
• Drive retention outcomes, particularly in high-turnover or hard-to-fill trades and technical roles, through total rewards

HR Technology, Operations & Vendor Management

• Lead or support Workday (and related HRIS/LMS) implementation and optimization so that the enterprise has reliable data, efficient processes, and self-service capability
• Manage key vendor relationships (benefits, background screening, learning platforms, legal support, etc.) for quality, cost, and service outcomes. Continuously improve HR service delivery in a lean model—balancing centralized excellence with responsiveness to local operational needs

M&A and Organizational Change

• Support people due diligence, integration planning, and post-close execution support for acquisitions so that talent, culture, and systems integration protect and accelerate deal value
• Support the evolution of the Managed Service Organization model with scalable HR processes and governance

 Position Requirements                                      

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals to perform the essential functions. Maintains appropriate confidentiality and professional discretion in all sensitive enterprise, company, entity, and employee matters.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a closely related field required
• Master’s degree (MBA, MHRM, or similar) strongly preferred
• 12+ years of verifiable, progressive HR leadership experience, including multi-entity and multi-state environments

Knowledge, Skills, and Abilities:

• Strong knowledge of employment laws in CA, WA, HI, VA, FL, and PA
• Proven success in both strategic planning and tactical HR execution in lean environments
• Experience with HRIS systems; Workday and ADT experience highly preferred
• Exceptional interpersonal, communication, and leadership skills
• Ability to manage change, ambiguity, and competing priorities effectively

This document is intended to describe the general content and identify essential functions and requirements to perform this job. It is not an exhaustive statement of duties, responsibilities or requirements. Tecnico Holdings complies with all laws pertaining to accommodation of disabled individuals and considers reasonable accommodation measures that may be necessary for eligible applicants/employees to perform essential job functions. This document does not represent a contract of employment, implied or otherwise, other than an “at will” relationship and Tecnico Holdings reserves the right to modify or change this description and/or assign tasks deemed appropriate.