Vice President of Human Resources

B&S Site Development•Manassas, VA

About The Position

B&S Site Development is seeking a Vice President of Human Resources to architect the HR infrastructure, strategy, and culture required to scale the company nationally. This senior executive role is crucial as the company evolves from a regional contractor to a nationwide leader in large-parcel, mission-critical site development. The VP of HR will be a key member of the executive leadership team, partnering with other leaders to build a modern, field-centric HR function that supports business growth without adding unnecessary bureaucracy. The role requires a builder who understands the realities of heavy civil construction and can design systems for a geographically dispersed, bilingual workforce across multiple states and job sites.

Requirements

Bachelor’s degree in HR, Business, or related field; advanced degree preferred.
10–15+ years of progressive HR leadership experience, ideally in construction, field services, or industrial operations.
Experience leading HR for multi‑site or multi‑state organizations; national expansion experience strongly preferred.
Strong knowledge of employment law, compliance, and risk mitigation.
Demonstrated ability to build HR infrastructure in a growing company.
Exceptional communication and relationship‑building skills.
Proficiency in HR systems and Microsoft Office Suite.
Practical Judgment — Makes decisions grounded in field realities, not corporate theory.
Compliance Expertise — Deep understanding of multi‑state employment law and construction industry requirements.
Operational Mindset — Builds systems that work for superintendents, foremen, and field teams.
Communication — Clear, direct, and effective with executives and field employees.
Risk Management — Anticipates issues and implements preventative solutions.
Execution — Delivers results without unnecessary layers or delays.

Nice To Haves

Advanced degree preferred.

Responsibilities

Serve as the chief HR strategist to the President/CEO and executive team, shaping the people strategy for national expansion.
Develop a multi-year HR roadmap that supports entry into new states, new service lines, and increasingly complex project portfolios.
Design organizational structures that support scale, accountability, and operational clarity across dispersed teams.
Lead enterprise-wide workforce planning in partnership with Operations, Talent, and Finance.
Build leadership capability across field and office roles to support long-term succession and growth.
Oversee national and multi-state compliance including employment law, E‑Verify, wage and hour, and state‑specific regulations.
Develop scalable, field‑friendly policies that protect the company without creating unnecessary bureaucracy.
Lead high‑risk investigations and partner with legal counsel on complex employee relations matters.
Establish enterprise‑wide HR quality controls to ensure consistency across all offices and job sites.
Align HR with Safety on training, incident response, return‑to‑work programs, and workforce readiness.
Ensure compliance with construction labor requirements including prevailing wage, certified payroll, apprenticeship programs, and job‑site documentation.
Support project managers and superintendents with field‑based HR needs, including staffing, discipline, conflict resolution, and performance coaching.
Build systems for managing multi‑state and travel crews, subcontractor compliance, and job‑site onboarding.
Develop HR strategies that effectively support a bilingual, highly dispersed workforce across multiple regions.
Build scalable recruiting engines for high‑volume field roles and specialized technical positions (in partnership with the Director of Talent).
Standardize onboarding and training across all states and project types.
Develop leadership pathways for foremen, superintendents, and project managers.
Drive succession planning to support long‑term organizational stability.
Evaluate and modernize HR operations to support national scale.
Select and implement enterprise HR technology including HRIS, ATS, LMS, and timekeeping systems.
Oversee compensation strategy, job classifications, and performance management frameworks.
Ensure audit‑ready compliance and accurate recordkeeping across all jurisdictions.
Champion a culture of accountability, teamwork, and respect across field and office environments.
Strengthen communication practices for a dispersed, multilingual workforce.
Drive retention and engagement initiatives that support long‑term workforce stability.
Lead and develop the HR organization, including the HR Manager and supporting staff.
Provide executive‑level mentorship, escalation support, and strategic direction.
Ensure alignment between HR, Talent, Safety, and Operations.