Director of Human Resources

Vortex Companies, LLC•Chesapeake, VA

About The Position

The Director of Human Resources will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resources (HR) department, ensuring legal compliance and implementation of the organization’s mission and talent strategy. This role will serve as a trusted advisor to regional Human Business Partners and regional leadership, helping shape company culture, develop leaders, and build the workforce infrastructure required to support Vortex’s growth strategy. The ideal candidate is equally comfortable on job sites, in regional offices, and in executive-level discussions.

Requirements

10+ years of progressive HR leadership experience, including senior-level responsibility.
Bachelor’s degree required.
Experience building, scaling, or transforming HR functions.
Proven success supporting growing, multi-location organizations.
Strong foundation in labor relations, employment law, and compliance, including collective bargaining, contract administration and grievance resolution.
Executive-level presence with the ability to influence and advise senior leadership.
Experience modernizing HR without overcomplicating it.
Comfortable operating in ambiguity and growth environments with strong judgment and prioritization skills.
Data-driven, but people-first leadership style.
Direct, grounded, and respected approach to leadership.
Willingness to spend time in the field and understand jobsite realities.

Nice To Haves

HR certification preferred.

Responsibilities

Lead the U.S. HR Operations team driving strategy, structure, systems, processes, culture, and day-to-day execution.
Partner with Human Resources leadership and the Director of Talent to align people strategy with business objectives and growth plans.
Strengthen and standardize HR infrastructure while keeping processes practical, efficient, and field-friendly.
Drive culture, engagement, and leadership development across multiple business units and geographic markets.
Provide strategic guidance and day-to-day support to managers on employee relations, performance challenges, coaching, and policy interpretation, ensuring compliance with federal, state, and local labor laws.
Implement enterprise-level strategies across talent acquisition, workforce planning, skilled trades recruiting and retention, leadership development, succession planning, and compensation and incentive programs.
Own compliance, labor relations, and risk management across all jurisdictions.
Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resources information system (HRIS) or talent management system.
Act as a visible leader across the organization, building trust with both field and office teams.
Serve as a thought partner to the regional human resources team on organizational design, leadership effectiveness, and change management.
Facilitates professional development, training, and certification activities for all staff.