Director of Human Resources

The Director of Human Resources provides strategic leadership for multiple regions or major organizational functions. This role translates enterprise people strategy into business results through strong partnerships with executive leadership, development of Human Resources staff, and oversight of organizational development, talent management, employee relations, workforce planning, and Human Resources operations throughout the region(s).

Success is measured by the strength of leadership teams, organizational capability, consistency of Human Resources delivery, and achievement of strategic business objectives, ensuring national consistency while allowing appropriate regional flexibility.

1. Business Strategy & Organizational Leadership

• Serve as a strategic advisor to Regional Presidents and Senior leadership.
• Align people strategy with operational and financial objectives.
• Lead organizational design, workforce planning, and succession planning.
• Identify organizational risks and recommend enterprise solutions.

1. Leadership Development & Organizational Capability

• Develop and coach Human Resources staff and senior leaders.
• Strengthen leadership capability throughout assigned regions.
• Drive succession planning for key positions.
• Promote a culture of accountability, coaching, and continuous improvement.

1. Human Resources Strategy & Operational Excellence

• Ensure consistent execution of national Human Resources programs.
• Monitor service delivery, quality, and operational metrics.
• Oversee complex employee relations, compensation, and compliance matters.
• Champion HR technology and process improvement initiatives.

1. Talent & Culture

• Partner with Talent Acquisition and operations to anticipate workforce needs and implement strategies to attract and retain highly qualified talent.
• Partner with Learning & Development on leadership strategies.
• Support executive talent reviews and career development.
• Champion the One Team philosophy and lead employee engagement and organizational development initiatives.

1. Enterprise Change & Continuous Improvement

• Lead enterprise or multi-region change initiatives.
• Standardize best practices across regions.
• Drive innovation and continuous improvement.
• Represent HR on strategic organizational projects. Essential Competencies Technical: Organizational development, executive coaching, employment law, compensation strategy, workforce analytics, change leadership. Business: Enterprise strategy, financial acumen, organizational design, business partnership, operational excellence. Interpersonal: Executive presence, influence, facilitation, negotiation, relationship building. Leadership: Vision, talent development, succession planning, strategic decision making, servant leadership. Personal Attributes Effective written and verbal language communication skills Show alignment with and promotes WEO Corporate Values See that all company policies are administered in a fair and consistent manner Involvement with the various WEO committees and establishing procedures and policies Mentor, coach and train as necessary to help employees achieve their career objectives Qualifications Required:
• Bachelor's degree in Human Resources, Business Administration, or related field.
• 10+ years of progressive Human Resources experience.
• Demonstrated success leading Human Resources managers and multi-location operations.
• Experience partnering with executive leadership. Preferred:
• Master's degree.
• SHRM-SCP or SPHR certification.
• Construction, ESOP, or professional services experience. 100% ESOP Competitive Pay Bonus Program Medical/Dental/Vision Insurance PTO/Sick 100% Life Insurance 401(K) with Match Student Debt Program Equal Employment: W.E. O’Neil is committed to an inclusive environment for all employees and applicants and will make all employment-related decisions without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, age, disability or veteran status.