Summary
The Director must be able to steer the company in the most profitable direction while also implementing 
and representing B&D's mission, vision, and values. This role requires a person who has a very high 
capacity to think strategically and critically, while supporting guidelines developed amongst the executive 
and director groups, to drive the company’s objectives. The Executive Team’s expectation for this role is 
for the Director to act as a teambuilder, leader, and mentor to cultivate and support the growth of their 
teams, while maintaining a sincere focus on the highest customer experience deliverable, to ensure 
continued profitable revenue growth.
The Director designs, plans, and implements human resources initiatives while aiding in the retention and 
development of existing staff as well as the recruitment of new staff. This person ensures compliance 
with company policies, government regulations, and law. This person thrives in an innovative 
environment where there is an emphasis on positive company morale, all while being involved in helping 
to influence the big picture. This Director role works directly with the President to develop plans to align 
the people strategy of the organization with market trends, sociological changes, and cultural demands in 
our industry. This guarantees the preservation and positive evolution of our culture so that B&D remains 
a best-in-class place to work. 

Roles
• Developing and executing the company's business strategies to attain the goals of the Board of 
Directors (BOD) and Executive Team.
• Acting as an ethical, inspirational leader and mentor, providing strategic advice and direction for 
their team members, and reporting back on status and developments to the BOD and Executive 
Team.
• Fostering and maintaining trusted relationships with employees, business partners, and support 
(vendors, subcontractors, etc.)
• Preparing and implementing comprehensive business plans to facilitate achievement by planning 
cost-effective operations and market development activities.
• Analyze problematic situations and occurrences and provide solutions to ensure company survival 
and growth.
• Defining opportunities to attract, develop, and retain the best talent to support the mission, vision, 
and values.
• Identifying, creating, and implementing opportunities to grow personnel to support their 
professional development and company growth.
• Leading company accountability efforts to create a safe, fun, and rewarding work environment by
making decisions for potential work or employee advancement to promote the best overall interest of the company while driving innovative ways to continue delivering best-in-class service to our 
customers and continuing to foster profitable growth of the company

Responsibilities
• Establish and implement HR efforts that effectively communicate and support the company’s 
mission and vision.
• Function as a strategic business advisor to the executive/senior management of each business unit 
or specialty group regarding key organizational and management issues.
• Work in conjunction with the management team to maintain an employee-oriented company 
culture that emphasizes quality, continuous improvement, teamwork, and high performance.
• Ensure EEO compliance and Affirmative Action compliance, oversight, and support.
• Effective management of all personnel changes, including promotions, raises, transfers, 
demotions, layoffs, and terminations.
• Assists HR Manager with grievances and violations invoking disciplinary action when required, 
including assistance in employee terminations when necessary, and completing exit interviews for 
office personnel.
• Provide conflict resolution through mediation and counsel on disciplinary issues.
• Coordinate with the HR Team to ensure that job descriptions for all positions are accurate and
current.
• Work with the President and HR Team to develop programs to recruit and retain top-quality staff 
for all departments and to understand the organization’s goals and strategy related to staffing, 
recruiting, and retention.
• Manage and facilitate foreign employee requirements, including visas, immigration requirements, 
and employment status changes.
• Oversee, mentor, and motivate the HR Team to ensure the responsibilities listed in their job 
descriptions are completed in a timely, accurate, and satisfactory manner.
• Monitor adherence to internal policies and legal standards.
• Priority areas (retention, development, recruitment, support, compliance):
o Retention: Coordinate and monitor our performance management systems and manage
corporate policies, procedures, and strategies to ensure optimization and retention of our 
staff. This includes reward, recognition, communication, and employee morale-building 
activities.
o Development: Ensure B&D’s Learning and Development Procedure is effectively and 
consistently implemented to ensure our employees are getting the training and education 
needed for success.
o Recruitment: Recruit talented, capable individuals by implementing an effective 
Corporate Talent Acquisition strategy.
o Support: Support our projects and project teams to aid in the delivery of a safe, profitable 
project.
o Compliance: Ensure corporate compliance with applicable federal, state, and local 
employment laws, including record-keeping and reporting.
• Manage and take ownership of the Vista HR system to ensure integrity and accuracy of employee 
data. Maintain and mange personnel files including training records, safety activities, OSHA 
personnel items, and workers’ compensation.
• Training – Lead the effort to train staff, maintain all training records, and compile any necessary 
reports.
• Claims and case management – Lead claims management efforts for the company.
• Work with the HR Manager to investigate all health and safety complaints related to home office 
or the field in conjunction with the Safety Department and make recommendations for resolution.
• Coordinate with the Safety Director on workers’ compensation issues
• Excellent verbal and written communication skills, interpersonal and negotiation skills, analytical 
and problem-solving skills, supervisory and leadership proficiency. 

Education and Experience
• Bachelor’s Degree in Human Resources, or a professional HR certification.
• Understands the requirements of a professional HR Manager position.
o DOT, EPA, and OSHA familiarity; understands compliance with local, state, and federal 
Occupational Safety and Health rules and regulations
o Knowledgeable in workers' compensation case management, including return to work 
programs.
• Minimum 10 years management or leadership experience and 5+ years HR experience.
• SPHR Certification or industry equivalent.

Supervisory Responsibility
This position includes, but is not limited to, supervision of the HR Manager, Learning & Development 
Manager, and HR Generalist & Recruiter.