Human Resources Director

Opportunity Overview

RWT Consulting is managing a discreet search for a client that is an established U.S. platform in the infrastructure, construction, and utilities space. The business is moving into a growth phase and needs a senior HR leader who can design a scalable people function, reinforce culture, and support performance in a decentralized operating environment.

Role Summary

This position sits on the leadership team and is accountable for creating and delivering a people strategy that can keep pace with ambitious growth plans. The ideal candidate will combine strategic thinking with a practical, hands-on approach and should bring experience from mature, operations-heavy sectors such as construction, utilities, or industrial services, where efficiency, productivity, and margin control matter.

Strategic Leadership

• Work closely with executive leaders to build and execute a people strategy that supports fast expansion and scalable operations.
• Connect HR priorities to business goals, including business unit integration, growth initiatives, and performance gains.
• Serve as a trusted senior advisor on organizational structure, workforce planning, and overall talent direction.

Organizational Development and Culture

• Create a connected and high-performance culture across several business units, with a focus on engagement, accountability, and results.
• Lead change efforts that help the organization grow, integrate, and transform successfully.
• Develop and roll out leadership programs that strengthen the management pipeline.

Talent Management and Workforce Planning

• Shape and implement plans for hiring, retention, and succession across the organization.
• Help ensure the company attracts and keeps people who can succeed in a low-margin, high-throughput environment.
• Put in place performance management practices that reinforce accountability and measurable outcomes.

HR Infrastructure and Processes

• Design scalable HR systems, policies, and processes for a multi-entity business.
• Create consistency where needed while still allowing appropriate autonomy across operating units.
• Manage compensation and benefits structures so they remain competitive in the market and aligned to business performance.

Team Building

• Recruit, develop, and lead a strong HR team that may include HR Business Partners and specialist roles such as Talent Acquisition and Learning & Development.
• Build the team’s capabilities so it can effectively support a workforce spread across multiple geographies.

Employee Engagement and Relations

• Strengthen the employee value proposition and improve engagement throughout the organization.
• Maintain compliance with U.S. labor regulations and encourage a proactive, fair, and consistent approach to employee relations.

Candidate Profile

Experience: The role calls for 12–15+ years of progressive HR leadership experience, including senior-level responsibility in large, established organizations. A successful background in scaling businesses or supporting major growth, whether organic or through acquisitions, is important. Experience in construction, infrastructure, utilities, industrial services, or similar mature industries is strongly preferred. Exposure to multi-site, decentralized operations is highly desirable.

Capabilities: The right candidate will understand the economics and operating realities of low-margin, high-volume businesses; be able to turn business strategy into practical HR action; and bring a strong background in organizational design, change management, and culture development. Prior success in building HR teams and systems from the ground up is also important.

Leadership Style: The ideal leader is practical, execution-focused, and comfortable being hands-on. They should have strong business judgment, credibility with operational leaders, excellent communication skills, and the ability to influence across all levels. Resilience and adaptability in a fast-moving environment are essential.

Education

• A bachelor’s degree is required.
• A master’s degree or MBA is preferred.
• Professional HR credentials such as SHRM or SPHR are considered advantageous.

Why This Role Stands Out

• Opportunity to create and define the HR function and culture within a growing organization.
• Chance to join a leadership team focused on transformation and long-term value creation.