Director of Human Resources

Beacon Modular•Pittsburgh, PA

6d•Onsite

About The Position

The Director of Human Resources develops, implements, and administers Beacon Modular’s companywide Human Resources function. Reporting to the Vice President of People & Culture, the Director is the functional leader of the HR team and establishes consistent programs, policies, procedures, and standards to support workforce growth, employee development, regulatory compliance, and operational performance. The Director builds and leads the HR department and partners closely with Operations, Finance, and facility leadership to develop workforce plans, execute talent strategies, and establish scalable HR practices across Beacon Modular facilities. The position requires strong HR leadership, independent judgment, and a hands-on approach to developing programs and teams in a growing organization. The role is full-time and in-office in Imperial, Pennsylvania, or Roanoke, Texas. Travel between facilities, including occasional overnight travel, may be required.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and relevant experience.
7–10+ years of progressive Human Resources experience, including significant leadership responsibility.
Demonstrated experience building and leading HR teams and developing comprehensive HR programs, policies, procedures, and operating standards.
Strong working knowledge of federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, EEO, and wage and hour requirements.
Experience managing complex employee relations matters, workplace investigations, disciplinary actions, and employment decisions.
Experience developing and executing workforce plans, talent acquisition strategies, employee onboarding, and development programs.
Experience administering employee benefits, compensation programs, and performance management processes.
Demonstrated ability to partner with Operations, Finance, and executive leadership to align HR programs with business objectives.
Experience with organizational design, job classifications, HR systems, workforce reporting, and performance metrics.
Strong leadership, communication, conflict resolution, organizational, and decision-making skills.
Ability to exercise independent judgment, influence leaders, manage sensitive information, and balance hands-on operational responsibilities with strategic leadership.
Ability to remain stationary for extended periods, use computers and mobile devices, occasionally move or transport work-related materials or equipment, safely visit active manufacturing facilities, navigate production floors and stairs, access work areas, wear required PPE, and travel between company facilities.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, SPHR, or an equivalent recognized HR certification.
Experience in manufacturing, electrical construction, industrial operations, or other labor-intensive environments.
Experience working with collectively bargained employees.
Experience supporting hourly and salaried employees, including shift-based operations, overtime administration, attendance management, and workforce scheduling.
Experience building or scaling HR departments within growing, multi-site organizations.
Experience supporting new facility startups, rapid workforce expansion, high-volume recruiting, onboarding, and employee training.
Experience with Workday HCM, including business processes, reporting, organizational structures, and HR data management.
Experience developing employee engagement, retention, career development, leadership training, and workforce analytics programs.

Responsibilities

Lead the development, implementation, and administration of the companywide HR function and establish consistent programs, policies, procedures, and operating standards across facilities.
Build and lead the HR department, including determining team structure, staffing requirements, responsibilities, and processes; direct, coach, and manage HR personnel performance.
Partner with the Vice President of People & Culture to develop HR strategies and priorities, lead initiatives, and serve as a strategic business partner to Operations, Finance, and facility leadership.
Lead workforce planning and organizational design with Operations and Finance, including headcount forecasting, staffing requirements, reporting structures, job descriptions, and job classifications.
Develop and execute talent acquisition strategies and oversee recruiting teams, hiring processes, recruiting performance, and high-volume staffing initiatives.
Establish standardized employee onboarding programs, including orientation, employment documentation, HR training, and coordination with EHS and facility leadership.
Develop and implement employee training and development programs, including supervisor training, leadership development, career progression, and ongoing employee education.
Establish and administer companywide performance management programs, including evaluations, employee coaching, performance improvement processes, and manager development.
Oversee employee relations matters and act as an escalation point for complex investigations, disciplinary actions, terminations, conflict resolution, and sensitive employment issues.
Develop, implement, and administer HR policies and employment standards and ensure compliance with applicable federal, state, and local employment laws and regulations.
Oversee employee benefits administration, including enrollment, eligibility, employee education, benefits communication, and coordination with providers.
Own the Human Capital Management function in Workday, including HR business processes, employee data integrity, system requirements, reporting, and user adoption.
Partner with Finance on employee information accuracy, timekeeping practices, and HR processes affecting payroll.
Develop and implement employee engagement, recognition, retention, and culture initiatives aligned with the broader People & Culture strategy.
Establish HR performance metrics, reporting systems, and continuous improvement initiatives; monitor workforce trends, identify improvement opportunities, and recommend actions to executive leadership.
Partner with facility leadership to address workforce challenges and support new facility openings through staffing, onboarding, training, and implementation of HR processes.
Promote accountability, employee development, consistent leadership practices, and continuous improvement throughout the organization.