Director, Human Resources

Cumming Group•Nashville, TN

1d•Onsite

About The Position

At Cumming Group, you will work on some of the world's most exciting projects in a dynamic environment where your success is measured by the impact you make. We are one of the fastest-growing project and cost management consultancies in the United States, as reflected in our top 10 rankings in ENR. With over 60 offices globally, an extremely diverse project portfolio, and double-digit year-over-year revenue growth, the opportunities to make your mark are limitless! The Director of Human Resources will play a pivotal role in aligning human resources strategies with business objectives. This role is integral to the success of the organization, serving as a strategic partner to local leadership and an advocate for team members. This role requires a deep understanding of HR principles & processes, labor laws, and business acumen to effectively support the company’s goals and objectives. The Director will be responsible for coaching and advising managers and team members on the full life cycle of employment including: performance management; employee relations; organizational development; benefits, absence and leave administration; compensation; open enrollment support; onboarding and offboarding; compliance and training; policy interpretation and administration; relocation and recruitment; safety and worker’s compensation and other general Human Resources services as needed. Additionally, the HRBP is responsible for the development of processes, metrics, and analytics around such metrics that support the achievement of the organization’s business goals. Essential Duties & Responsibilities: Commitment to Company mission and values. Work closely with regional leadership to understand business goals and develop local HR processes consistent with Corporate HR strategies that support and align with organizational objectives. Ability to interact with leaders at all levels in the organization and Team Members in a positive manner and promote a collaborative and inclusive working environment. Stay current on knowledge of labor laws, company policies, and procedures, and ensure compliance of the same. Provide guidance, counseling, and support on performance management, the HPC Process (SMART Goals setting, and quarterly coaching and feedback); annual compensation and promotions planning; open enrollment and benefit selections, and other HR initiatives as assigned. Use HR metrics and analytics to track and report (at least quarterly) on key indicators such as turnover/retention, time-to-fill, headcount, engagement, performance cycle completion, and employee relations trends, and translate findings into specific, prioritized action plans for regional leadership. Identify skill gaps within the region and partner with learning and development teams to design and deliver training programs that enhance team member capabilities and support career growth. Collaborate with Talent Acquisition teams to identify workforce needs and develop strategies for recruitment, retention, and talent development within the region. Assist the HR leadership team with developing, coordinating, and implementing HR programs, to leverage efficiencies and gain productivity. This position will often face situations that have a variety of interpretations require careful evaluation and involve sensitive and timely action. Works with management to ensure the company is free of harassment and discrimination. Investigate any such claims promptly. Assist the HR leadership in reviewing and making improvements to policies, procedures, and practices on personnel matters. Maintain accurate and complete data in the HRIS system (Workday) related to onboarding, offboarding, and status change of incumbents (e.g., compensation, position, job location, etc.). Conduct Stay and Exit Interviews on a defined cadence (e.g., for key roles and all voluntary exits) and document themes, root causes, and recommended actions in a consistent format for trend reporting. Prepare and deliver recurring and ad hoc HR reports (e.g., monthly headcount and requisition status, quarterly turnover/retention and ER trends, and annual compensation/performance cycle summaries) by agreed-upon deadlines. May involve representing HR in companywide initiatives including conducting training sessions on HR issues and serving on appropriate committees internally and externally as assigned. Demonstrate high-quality standards of behavior by demonstrating respect & integrity in the workplace including but not limited to collaboration, effective communication, professional demeanor/appearance, and attendance/presence in meetings and job sites. Provide effective leadership to any assigned staff. Other duties as assigned by the HR leadership team. Attendance at work during normal business hours.

Requirements

Excellent interpersonal skills with the ability to build relationships and influence stakeholders at all levels of the organization.
Strategic thinking and business acumen, with the ability to align HR strategies with organizational goals and objectives.
Expert knowledge of complete employee life cycle and related HR processes, including but not limited to onboarding and offboarding, performance management, employee relations and investigations process, training & development, absence and leave administration including accommodations process.
Solid problem-solving and decision-making skills, with the ability to analyze data, identify trends, and develop actionable insights.
Demonstrated ability to lead and manage change and drive continuous improvement.
Advanced knowledge of labor laws, regulations, and compliance on a city, state, and federal level.
Expertise in handling sensitive information and maintain confidentiality.
Ability to listen objectively to employee concerns and complaints and plan a recommended course of action, in accordance with all Company policies and procedures and in compliance with applicable local, state, and federal human resource laws and regulations.
Must be able to effectively multitask and coordinate several projects at the same time while reprioritizing and delivering on competing demands timely.
Collaborative and partners well with others.
Excellent oral and written communication skills (including public speaking) in English.
Ability and willingness to work a flexible Full-Time schedule that may include evenings and weekends as needed.
Ability to travel at least 10% of the time with minimal advanced notice as needed.
A minimum of 4 days per week working onsite at a Cumming Group Office is required.
Proficiency in MS Office and HRIS systems (knowledge of Workday is strongly preferred).
Bachelor’s degree in human resources or related field with HR focus from an accredited university.
A minimum of 15+ years of human resources experience with a focus on HRBP role.
Experience managing an HR team across multiple states.
Advanced knowledge of labor laws and HR policy compliance with local, state, and federal regulations.

Nice To Haves

Professional HR Certification (HRCI, SHRM-SCP, PHR) is strongly preferred.

Responsibilities

Commitment to Company mission and values.
Work closely with regional leadership to understand business goals and develop local HR processes consistent with Corporate HR strategies that support and align with organizational objectives.
Ability to interact with leaders at all levels in the organization and Team Members in a positive manner and promote a collaborative and inclusive working environment.
Stay current on knowledge of labor laws, company policies, and procedures, and ensure compliance of the same.
Provide guidance, counseling, and support on performance management, the HPC Process (SMART Goals setting, and quarterly coaching and feedback); annual compensation and promotions planning; open enrollment and benefit selections, and other HR initiatives as assigned.
Use HR metrics and analytics to track and report (at least quarterly) on key indicators such as turnover/retention, time-to-fill, headcount, engagement, performance cycle completion, and employee relations trends, and translate findings into specific, prioritized action plans for regional leadership.
Identify skill gaps within the region and partner with learning and development teams to design and deliver training programs that enhance team member capabilities and support career growth.
Collaborate with Talent Acquisition teams to identify workforce needs and develop strategies for recruitment, retention, and talent development within the region.
Assist the HR leadership team with developing, coordinating, and implementing HR programs, to leverage efficiencies and gain productivity.
This position will often face situations that have a variety of interpretations require careful evaluation and involve sensitive and timely action.
Works with management to ensure the company is free of harassment and discrimination. Investigate any such claims promptly.
Assist the HR leadership in reviewing and making improvements to policies, procedures, and practices on personnel matters.
Maintain accurate and complete data in the HRIS system (Workday) related to onboarding, offboarding, and status change of incumbents (e.g., compensation, position, job location, etc.).
Conduct Stay and Exit Interviews on a defined cadence (e.g., for key roles and all voluntary exits) and document themes, root causes, and recommended actions in a consistent format for trend reporting.
Prepare and deliver recurring and ad hoc HR reports (e.g., monthly headcount and requisition status, quarterly turnover/retention and ER trends, and annual compensation/performance cycle summaries) by agreed-upon deadlines.
May involve representing HR in companywide initiatives including conducting training sessions on HR issues and serving on appropriate committees internally and externally as assigned.
Demonstrate high-quality standards of behavior by demonstrating respect & integrity in the workplace including but not limited to collaboration, effective communication, professional demeanor/appearance, and attendance/presence in meetings and job sites.
Provide effective leadership to any assigned staff.
Other duties as assigned by the HR leadership team.
Attendance at work during normal business hours.