Human Resources Director

Talus Holdings•Annapolis, MD

2d•$90,000 - $150,000

About The Position

Heritage Facility Services (HFS) is a fast-growing commercial cleaning and facilities services platform targeting the Mid-Atlantic region. Backed by Talus Holdings, HFS is executing a disciplined acquisition strategy — adding best-in-class local operators and integrating them into a shared operational infrastructure to build a scalable regional platform. The HR Director is responsible for leading all aspects of the company’s human resources function and building scalable people practices that support continued organic growth and growth through acquisitions. This individual will have the opportunity to build out a HR team to best fit the growing needs of the business. This is a hands-on leadership role responsible for both strategic HR initiatives and day-to-day execution. The HR Director will partner closely with company leadership and operational managers to recruit and retain a strong workforce, develop managers, maintain compliance, improve employee engagement and performance, and successfully integrate employees and HR practices from acquired businesses.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
7+ years of progressive human resources experience, including experience independently managing significant HR responsibilities.
Strong working knowledge of federal and state employment laws, wage-and-hour requirements, employee relations, benefits, leave administration, and HR compliance.
Demonstrated experience supporting an hourly or frontline workforce.
Strong employee relations and workplace investigation experience.
Demonstrated ability to coach and advise managers at multiple levels of an organization.
Experience administering HRIS, payroll, and/or benefits systems.
Excellent written and verbal communication skills.
Effective organizational skills with the ability to manage multiple priorities in a fast-paced environment.
Ability to exercise sound judgment and handle sensitive and confidential matters appropriately.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience in commercial cleaning, facilities services, field services, construction, hospitality, or another labor-intensive service business.
Experience supporting employees across multiple states and locations.
Experience with mergers, acquisitions, HR due diligence, and post-acquisition employee integration.
Experience building or improving HR processes within a rapidly growing organization.
Bilingual English/Spanish capabilities are a plus.

Responsibilities

Partner with operational leaders to identify current and future staffing needs and develop effective recruiting strategies.
Develop scalable recruiting processes that support both organic growth and acquisitions.
Monitor recruiting, turnover, retention, and workforce trends and recommend improvements.
Support an effective onboarding process that ensures new employees are welcomed, properly trained, and prepared to succeed.
Ensure completion of required employment documentation, background screening, I-9 requirements, policies, and training.
Continuously improve the employee experience throughout the employment lifecycle.
Serve as the HR lead for acquisitions and employee integration.
Participate in HR due diligence, including review of compensation, benefits, payroll practices, employee classifications, policies, employment agreements, employee relations matters, and compliance risks.
Develop and execute employee integration plans for acquired companies.
Transition acquired employees onto company payroll, benefits, HR systems, policies, and employment practices.
Partner with leadership to retain key employees and maintain workforce stability during acquisitions and integrations.
Develop repeatable HR integration processes and playbooks as acquisition activity increases.
Serve as a trusted HR advisor to managers and company leadership.
Provide practical day-to-day guidance regarding employee performance, attendance, discipline, workplace conduct, and termination decisions.
Conduct fair, timely, and well-documented workplace investigations.
Address employee complaints, conflicts, and concerns while maintaining appropriate confidentiality.
Coach managers on effective leadership, communication, documentation, and employee management.
Identify recurring employee relations issues and develop solutions that address underlying causes.
Develop and maintain consistent performance-management processes throughout the organization.
Partner with leadership on employee reviews, compensation decisions, promotions, and incentive and bonus programs.
Maintain appropriate compensation structures and recommend adjustments based on internal equity, market conditions, and business needs.
Provide oversight of payroll processes and ensure employees are paid accurately and in compliance with applicable wage-and-hour requirements.
Maintain appropriate controls and processes related to employee timekeeping, payroll changes, deductions, and employment records.
Oversee employee benefit programs and evaluate opportunities to improve benefits while balancing employee needs and company costs.
Manage or oversee employee leave programs, including FMLA and other applicable federal, state, and local leave requirements.
Partner with payroll, benefits brokers, insurance providers, and other outside vendors as necessary.
Ensure HR policies and employment practices comply with applicable federal, state, and local employment laws.
Maintain particular focus on wage-and-hour compliance, employee classification, overtime, timekeeping, I-9 compliance, leave administration, and other issues relevant to a distributed hourly workforce.
Maintain and periodically update the employee handbook and related HR policies.
Maintain accurate personnel records and required employment documentation.
Partner with operations and appropriate outside resources on workplace safety, workers' compensation, unemployment claims, and return-to-work matters.
Develop training programs that improve employee capabilities, supervisor effectiveness, and career development.
Establish practical manager training covering topics such as hiring, onboarding, performance management, documentation, employee relations, compliance, and leadership.
Identify high-potential employees and support internal career development and succession planning.
Own and optimize the company's HRIS and related HR technology.
Ensure employee information is accurate and HR processes are efficient and scalable.
Establish HR metrics and regularly report relevant workforce information to leadership, including headcount, turnover, recruiting, overtime, and other key indicators.
Identify opportunities to automate or simplify administrative HR processes.
Partner with leadership as the company develops its organizational structure to support continued growth.
Assist with workforce planning, organizational design, management structure, and succession planning.
Lead the people-related aspects of organizational changes and help managers and employees successfully navigate change.
Help build and maintain a company culture that emphasizes accountability, respect, performance, safety, and employee development.