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Chamberlain Advisors · 4 days ago

Director of HR

Milwaukee, WI

Full-time

Onsite

Director/Executive

10+ years exp

Chamberlain Advisors is partnering with a rapidly growing, private equity-backed commercial roofing company to find a strategic Director of Human Resources. This role involves overseeing an integrated HR infrastructure, managing a team, and driving workforce strategy to support significant business growth.

Staffing & Recruiting

Hiring Manager

Kari Chikaraishi

Responsibilities

Act as a strategic partner to the CEO and C-suite, providing trusted advice and insights on long-term workforce strategies, organizational design, and cultural evolution

Translate the company's business plans into actionable HR strategies, then coordinate the execution of these plans and programs across the entire organization

Oversee the workforce planning process, implementing policies and procedures to understand future staffing needs. This includes conducting enterprise skills gaps and critical talent assessments, talent forecasting, and scenario planning

Manage the Human Resources Department's budget and financial performance, collaborating with Finance, Operations, and Project Management to ensure HR strategies are fully aligned with business needs

Lead the initiative to centralize HR processes and policies across all multi-state entities, ensuring operational consistency, compliance uniformity, and a single standard of excellence for the employee experience, regardless of location

Define and lead the long-term strategy, selection, and deployment of the core HR Technology ecosystem (HRIS, Payroll, Talent Management), ensuring alignment with overall business objectives and future growth needs

Champion the technical and procedural integration of all HR systems (Payroll, HRIS, Benefits, etc.), ensuring seamless data flow, elimination of redundant processes, and enablement of reporting consolidation

Oversee the integrity and security of HR data across all platforms, establishing standards for analytics and reporting that provide strategic business intelligence to executive leadership on workforce trends and performance

Lead change management and adoption initiatives for new system implementations and upgrades, ensuring HR technology is fully leveraged to enhance the employee experience and drive efficiency gains across the entire organization

Oversee multi-state payroll function for all entities, ensuring timely, accurate, and compliant processing of all wages, deductions, benefits, and tax filings in accordance with federal, state, and local regulations

Directly manage the relationship and performance of the payroll vendor/system, optimizing its configuration and use to maximize efficiency and data integrity

Develop, document, and enforce standardized payroll procedures and robust internal controls across all state entities to mitigate risk, ensure fiduciary compliance, and support both internal and external audits

Serve as support for complex payroll matters, including multi-state taxation, garnishments, final pay regulations, and required regulatory reporting (e.g., W-2s, 1099s)

Partner with Finance/Accounting to reconcile payroll accounts, provide accurate labor cost reporting, and ensure seamless transfer of payroll data to the general ledger

Build, mentor, and lead a high-performing HR team that is focused on continually improving the human resources function. This includes evaluating the team's structure, providing opportunities for professional and personal growth, and ensuring the team is capable of meeting all business objectives

Improve the overall HR function by enhancing and developing programs, policies, practices, and processes. Ensure accountability for all human resources initiatives to improve the operational effectiveness of the company

Use data-driven insights to inform executive decision-making and measure organizational health. This involves optimizing HR systems, ensuring data integrity, and leveraging HR metrics to drive process efficiency

Act as a strategic partner to address the organization's operational and people issues, ensuring the HR department is directly supporting business goals

Support and direct the organization's talent management strategy, including succession planning, identifying capability gaps, and improving bench talent. This involves working closely with senior leadership to build necessary processes and capabilities

Oversee and implement talent development programs to build high-performing leaders and foster employee growth. This includes executive education, coaching, mentoring, performance management, and career development initiatives to support talent mobility and organizational effectiveness

Lead initiatives to enhance corporate culture, employee engagement, and retention by protecting positive contributions and identifying issues that hold the company back

Drive change management initiatives to support company growth, scalability, and operational excellence

Implement robust talent acquisition programs, policies, and procedures to effectively identify, attract, select, and retain qualified individuals through sourcing, assessment, and onboarding

Using fair and consistent practices, support and manage employee relations, investigations, conflict resolution, and policy enforcement, while also providing guidance on these best practices to business teams

Act as a trusted advisor and consultant for employees and leaders and take a thoughtful and creative approach to identifying solutions that align with the company’s philosophy and work environment

Build strong, collaborative relationships with union leaders, employees, and internal stakeholders

Direct union negotiations, collective bargaining, grievance resolution, and arbitration with a solutions-focused approach

Design and manage a competitive total rewards program that includes compensation, benefits, and incentive structures tailored to the unique needs of the construction industry. This strategy should encompass all investments made in the workforce, from pay and benefits to non-monetary elements like learning, development, and flexible work options

Oversee all aspects of benefits administration, including wellness programs and annual open enrollment processes, to ensure the offerings are comprehensive, competitive, and well-managed

Assess the competitiveness of all compensation and benefits programs by regularly benchmarking them against relevant companies and markets to ensure they are motivating and aligned with overall business goals

Qualification

HR leadership experienceHRIS integrationTalent managementCompliance managementMulti-state HR managementData-driven decision makingHR technology proficiencyChange managementSpanish speakingTeam leadership

Required

Bachelor's degree in human resources, organizational leadership, or other business focused degree

Typically, 10-15+ years of total experience and progressive career growth within highly diverse, scaling organizations

Demonstrated experience with core HR functions: talent acquisition, talent management, performance management, leadership development, learning and development, compensation, benefits, employee rewards, and employee relations

Experience managing HR functions for a multi-state, multi-site workforce

Demonstrated experience with full-cycle HRIS and payroll system integration/implementation across multiple locations

Prior HR leadership experience within a company that employs 300 – 500+ people; and has revenues in excess of $500M. The ideal candidate will have led HR and people operations for a company that experienced a period of rapid growth

Proficiency in HR technology systems (HRIS, ATS, payroll software, etc.)

Experience identifying, defining, implementing, and monitoring metrics and KPIs related to human resource function performance and success; tracks data on an ongoing basis and makes objective data-driven decisions