Director of Human Resources

Mammoth Sports Construction•Meriden, KS

17d•Hybrid

About The Position

The Director of Human Resources has ownership of the HR functions including strategy, operations, and execution. This role sets the people strategy and organizational design in partnership with executive leadership, while also personally driving the day-to-day execution of recruiting, employee relations, compliance, performance management, compensation, and culture. The Director manages the HR team and serves as the primary point of contact for all HR matters company-wide, from the executive team down to the field. This role is based at Mammoth's Meriden, KS headquarters with periodic travel to the Kansas City location. Some early morning, evening, or weekend availability may be required to support field operations or urgent employee relations matters.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent professional experience.
8+ years of progressive HR experience, including at least 3 years leading an HR function or team.
Demonstrated experience supporting a multi-location or field-based workforce.
Strong working knowledge of federal and multistate employment law, including FMLA, ADA, and workers' compensation processes.
Proven experience owning HR strategy and organizational design, not just execution.
Experience owning compensation and benefits strategy, including bonus structures and 401(k) plan administration.
Excellent judgment handling confidential, sensitive matters.
Proficiency with HRIS platforms (Paycom experience strongly preferred).

Nice To Haves

SHRM-CP/SCP or PHR/SPHR certification.
Experience in construction, field services, or another industry with distributed, hourly-heavy field operations.
Experience building or scaling an HR function from the ground up.
Bilingual (English/Spanish).

Responsibilities

Own and drive the company's overall HR strategy, partnering directly with the President and executive leadership on workforce planning, organizational design, and people decisions.
Build and evolve the HR function including structure, staffing, systems, and processes to keep pace across all locations and states.
Directly manage and develop the HR Team, setting priorities, reviewing work quality, and coaching them toward greater ownership over time.
Own the HR budget, including staffing, programs, and training and development spend.
Set full-cycle recruiting strategy and staffing plans, ensuring timely staffing to support project schedules across all states of operation.
Approve offer letters, compensation decisions, and staffing plans within budget.
Set the standards and program design for onboarding and preboarding, ensuring the HR Coordinators day-to-day execution sets new hires up for success from offer through 90 days.
Own compensation structure and philosophy, including bonus frameworks, pay bands, and annual compensation review cycles.
Own benefits strategy and vendor relationships, including plan design, open enrollment, and 401(k) administration and compliance.
Set the HRIS roadmap and reporting strategy for Paycom and other HR systems, reviewing data integrity and key reporting outputs maintained by the HR Team.
Take ownership of complex or high-risk employee relations matters escalated by the HR Coordinator, and personally investigate and resolve matters at the executive or field-leadership level.
Design and own the performance management framework, coaching the HR Coordinator on how to guide managers through corrective action and termination processes company-wide.
Provide oversight and escalation support for workers' compensation intake and return-to-work coordination managed day to day by the HR Coordinator, in partnership with the Safety department.
Set leave administration policy (FMLA, ADA, state-specific leave laws) and accommodation standards, serving as the escalation point for complex cases.
Ensure HR policies, employee handbooks, and practices remain current with federal and state employment law across all states in which Mammoth operates.
Provide EEO reporting, audits, and other compliance filings.
Serve as the company's primary point of contact for employment-related legal and regulatory matters.
Build and lead learning and development programs, including manager and leadership training.
Set the direction and design for recognition, reward, and internal culture initiatives, partnering with the HR Coordinator on execution across a distributed, largely field-based workforce.
Set the vision and standard for a consistent, positive employee experience from preboarding through offboarding, holding the HR Coordinator accountable for delivering it day to day.