Director of HR & Talent Development

Opportunity

Hyder Construction has spent more than four decades earning a strong reputation by building lasting relationships with both customers and employees. As the business keeps expanding, this position offers the chance to influence the next generation of Hyder leaders, reinforce the company culture, and establish the systems that help people remain the organization’s biggest advantage.

Role overview

The Director of Human Resources & Talent Development will lead the company’s HR, talent development, and organizational effectiveness efforts. This person will help strengthen leadership quality, support a high-performing culture, and ensure Hyder has the capabilities needed to deliver on long-term strategy. Working closely with the Executive Team and other business leaders, the role will create and refine programs that improve engagement, leadership growth, structured learning, performance management, career progression, succession planning, and overall organizational performance.

The position also owns the company’s recruiting, interviewing, and onboarding approach, while driving effective use of talent tools such as PXT Select for candidate evaluation and Insights Discovery for employee, leadership, and team development. It includes leadership of the Human Resources Administrator and support for leaders on employee-relations matters such as investigations, performance coaching, and disciplinary situations. The main emphasis of the role is talent development and organizational effectiveness rather than traditional HR administration, payroll, benefits, or routine compliance work. Success will be judged by how well the organization attracts, develops, engages, and retains strong talent.

Key responsibilities

• Develop, strengthen, and continuously improve the company’s strategy for recruiting, employee development, retention, and training so it supports business goals.
• Work with executive leadership to identify organizational needs and create scalable people solutions.
• Act as a trusted advisor and coach to leaders, helping build stronger leadership capability and effectiveness.
• Spend planned time in the field at active project sites to observe teams, identify development needs, spot leadership gaps, and better understand day-to-day operations.
• Support the HR Administrator with matters that go beyond routine administration, including complex employee relations issues, performance concerns, policy interpretation, and sensitive people matters.
• Lead all employee development programs, including leadership development, structured training, career pathing, and growth initiatives.
• Improve performance management systems such as goal setting, feedback cycles, and development planning.
• Design and deliver leadership workshops, training sessions, and executive development programs.
• Help leaders provide effective coaching, feedback, and performance improvement plans.
• Use Insights Discovery assessments in employee development, leadership coaching, and team effectiveness efforts.
• Identify high-potential employees and track their development across the organization.
• Own succession planning for critical roles and help build strong internal talent pipelines.
• Partner with leadership to create and execute individual development plans for emerging leaders.
• Drive engagement initiatives that reinforce the company’s culture and core values.
• Use Insights Discovery tools to improve communication, collaboration, and team dynamics across projects and departments.
• Review engagement survey results, exit interview feedback, and other data to identify patterns and improvement opportunities.
• Promote a positive, high-performance, people-first culture.
• Refine recruiting strategies to match company growth and hiring needs.
• Work with hiring managers to improve interviewing practices and the candidate experience.
• Oversee onboarding programs so new hires integrate well and develop early success.
• Ensure PXT Select assessments are used consistently to support data-informed hiring decisions.
• Build long-term talent pipelines for important operational roles.
• Develop relationships with universities, industry groups, and referral partners.
• Keep improving the employer brand and overall recruiting approach.
• Recommend the company-wide leadership development strategy to the President.
• Recommend the annual training and development budget to the President.
• Advise executive leadership on succession planning decisions.
• Help determine the hiring assessment approach and leadership development curriculum.

Requirements

• Proven experience leading human resources, talent development, and organizational effectiveness initiatives.
• Strong background in recruiting, interviewing, onboarding, employee development, and performance management.
• Ability to coach leaders, support succession planning, and build leadership capability.
• Experience designing and delivering training, workshops, and leadership development programs.
• Comfort working with employee relations matters such as investigations, performance concerns, and disciplinary issues.
• Ability to use behavioral assessment tools and apply them to hiring and development decisions.
• Strong communication, relationship-building, facilitation, and influencing skills.
• Capacity to work closely with executive and business leaders in a strategic advisory role.
• Willingness to spend time in the field at active project sites to understand operations and identify development needs.
• Ability to analyze engagement, exit, and other people data to guide improvement actions.

Additional information

This position is based in Denver, Colorado and is full-time and onsite. The role’s primary measure of success is the organization’s ability to attract, develop, engage, and retain great people. The company places less emphasis on routine HR administration, payroll, benefits administration, and employment-law compliance as core success metrics for this role.

Compensation and benefits

The expected salary range is $140,000 to $160,000 per year, depending on experience. Benefits include medical, dental, and supplemental insurance, STD/LTD insurance, a 401(k) plan, profit sharing, and paid time off.