Vice President of Human Resources

Role Summary

B&S Site Development is entering a pivotal phase of growth—evolving from a high‑performing regional civil contractor into a nationwide leader in large‑parcel, mission‑critical site development. As we expand across the Eastern United States and into new markets, the complexity of our workforce, compliance landscape, and operational demands will increase significantly. To support this next chapter, we are creating the role of Vice President of Human Resources, a senior executive who will architect the HR infrastructure, strategy, and culture required to scale the company nationally.

This role is both visionary and operational. The VP of HR will serve as a key member of the executive leadership team, partnering closely with the President/CEO, COO, Director of Talent, Safety leadership, and field operations to build a modern, field‑centric HR function that protects the business, strengthens our workforce, and accelerates growth—without introducing unnecessary corporate layers or slowing execution. B&S operates a highly geographically dispersed, bilingual workforce, and the VP of HR must design systems that support field teams effectively across multiple states and job sites.

We are seeking a builder, not a bureaucrat: someone who understands the realities of heavy civil construction and can design systems that work for superintendents, foremen, and crews spread across the country.

Key Responsibilities

Strategic Leadership & Organizational Development

• 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.

Compliance, Risk Mitigation & Quality Control

• 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.

Construction‑Specific Workforce Management

• 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.

Talent Acquisition & Workforce Development

(In partnership with the Director of Talent)

• Build scalable recruiting engines for high‑volume field roles and specialized technical positions.

• 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.

HR Operations & Systems

• 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.

Culture & Employee Experience

• 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.

Team Leadership

• 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.

Working Relationships

HR Manager

The HR Manager will continue to oversee day‑to‑day HR operations, including payroll coordination, benefits administration, employee relations triage, onboarding logistics, and recordkeeping.

The VP of HR will:

• Provide strategic direction and executive‑level mentorship

• Establish standards, processes, and compliance frameworks

• Ensure the HR Manager has the tools and structure needed to scale nationally

Director of Talent

The Director of Talent will continue to lead recruiting and workforce development.

The VP of HR will:

• Partner on workforce planning and hiring priorities

• Ensure recruiting processes align with compliance and company standards

• Collaborate on onboarding, training, and leadership development

Condensed Competency Framework

Core Competencies

• 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.

Qualifications

• 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.