Director of HR

Horwitz•New Hope, MN

About The Position

Horwitz is seeking a strategic and hands-on Director of Human Resources to lead people operations during significant organizational growth and evolution. The role is responsible for aligning human capital strategy with long-term business goals and partnering with senior leaders. It owns Human Resources across the employee lifecycle, including talent acquisition, learning and development, engagement, talent management, compensation and benefits, employee and labor relations, and regulatory compliance. The Director will help scale Horwitz’s culture and operational excellence, moving between high-level strategy and practical execution. The role champions Horwitz’s values—Safe, Accountable, Professional, Motivated, Can Do, and Curious—and fosters a workplace that prioritizes well-being, engagement, and inclusion. It also leads and develops the HR team, strengthens HR systems and processes, and balances consistent organizational standards with flexibility for divisions’ distinct workforce and operational needs. Horwitz is a mechanical contracting and engineering firm serving commercial, healthcare, industrial, and institutional clients across the Midwest. It has more than 700 employees across multiple locations and more than $300 million in annual revenue.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
10+ years of progressive HR leadership experience, preferably in construction, engineering, or industrial services.
Demonstrated experience setting HR strategy, supporting senior leaders, and supervising diverse HR teams.
Proven track record of leading HR workstreams through the mergers and acquisitions lifecycle.
Demonstrated experience building scalable learning and development frameworks from the ground up.
Ability to anticipate future consequences and trends and create and communicate competitive strategies.
Skill in leading large-scale organizational change and helping employees navigate transitions.
Understanding of how compensation structures affect profitability, employee performance, retention, and business growth.
Ability to use financial and market data to develop compensation and incentive models that reward results, reinforce accountability, attract and retain talent, and support short- and long-term financial objectives.
Strong relationship-building skills and ability to thrive in operational, team-based environments.
Exceptional verbal and written communication, professionalism, tact, and influence skills; ability to build trust, rapport, and collaboration with field technicians and executive stakeholders.

Nice To Haves

MBA or Master’s degree in Human Resources or Organizational Development.

Responsibilities

Act as a trusted advisor to the CEO and leadership team, collaborating to set, communicate, and activate business strategy.
Lead the HR team in developing and deploying a Human Resources vision and strategy, including HR goals, metrics, resourcing plans, and external partnerships.
Evaluate and evolve organizational design and structure to support a scaling, multi-regional business; help leaders build change-management capability and systems that support collaboration.
Provide HR support for mergers and acquisitions, including due diligence, cultural integration, and organizational alignment.
Oversee the full talent lifecycle to attract, hire, and retain technical and professional talent; improve performance management and succession planning.
Develop an enterprise learning and development strategy, including programs and technology, with focus areas such as technical upskilling, leadership development, career pathing, and HR compliance.
Define and foster a high-performance culture aligned with Horwitz’s values; support engagement across job sites and offices, sponsor DEIB efforts, oversee employee and labor relations processes, and improve engagement surveys and recognition activities.
Develop and manage competitive, data-driven compensation and benefits strategies while maintaining fiscal responsibility.
Ensure HR policies and practices comply with federal and state regulations.
Identify and invest in HR systems that support transparency, efficiency, consistency, data-driven decision-making, and self-service while meeting field and multi-location needs.
Lead and coach a high-performing HR team and build its skills, capabilities, and ways of working.
Improve the clarity, efficiency, and standardization of HR processes.
Participate in HR and construction industry organizations, representing Horwitz and bringing best practices and innovative approaches to the organization.
Build HR programs, policies, and operating standards that provide consistency and clear guardrails while allowing division leaders appropriate autonomy.
Occasionally travel to job sites or offsite training locations.