Job Description
This position will work on-site at our Houston, Texas location.
POSITION SUMMARY
This position is accountable for providing leadership for our Field HR organization and partnering with HR and Executive Operations leadership to achieve the strategic and operational goals of the business. This role owns enterprise-wide Human Resources operations strategy for field employees and leads a team of strategic HR Business Partners in supporting the achievement of the HR strategy, business priorities and key foundational programs. Oversees and helps to enhance change management initiatives and all people management related opportunities in the areas of talent management, talent acquisition, succession planning, performance management, leadership development and organizational design impacting field team members.
Serves as a key enterprise leader responsible for aligning people, safety, and operational strategies in a dynamic construction environment.
The incumbent must support the guiding beliefs and core values of Orion, which are centered on Safety, Quality, Delivery, and Teamwork most importantly, with each built upon the all-important foundation of Integrity.
ENTERPRISE LEADERSHIP & AUTHORITY
• Owns enterprise‑wide HR operations strategy for field employees, including policy governance, workforce planning, compensation administration, and talent programs.
• Authorized to make final recommendations and decisions within approved policies, programs, and budget thresholds.
• Serves as the primary escalation point for complex field employee relations, compliance, and organizational risk matters.
SPECIFIC RESPONSIBILITIES
• Works closely with the Vice President of Human Resources and executive management and serves as a strategic partner to establish and achieve annual goals for the Human Resources Department.
• Demonstrates ability to deliver the overall strategic direction, guidance, and oversight of short and long-range Human Resources plans.
• Demonstrates ability to serve as an advisor and partner to senior leadership regarding all HR matters and aligns HR strategies and goals with the business strategies and objectives of the Company.
• Contributes to the business strategy by partnering with leadership to build organizational capabilities, optimize the organizational structure and build a culture of engagement and development.
• Establishes credibility throughout the organization with management and employees through responsiveness and effective problem solving on issues raised.
• Provides leadership, direction, coaching, and counseling to Human Resources team to engrain and deploy HR best practices and solutions within the geographical and functional areas of responsibility.
• Works closely with field operations leaders and HR team members to identify business gaps and lead process improvement efforts.
• Provides due diligence in any and all potential acquisitions or divestitures. Counsels senior stakeholders on all aspects of HR implications involved in restructurings, re-organizations, new business opportunities, and mergers and acquisitions. Ensures that subordinate team members are actively engaged in the process, as well as other HR shared services groups, to ensure delivery of services and solutions within project timelines.
• Ensures that the employee relations and employee engagement in the Company are constantly monitored and improvement opportunities are identified and implemented.
• Leads the development and use of workforce analytics, HR dashboards, and metrics to inform executive decision-making an proactively identify organizational risk and opportunity.
• Develops and deploys effective metrics and performance expectations and addresses both positive and negative trends. Identifies sources of positive trends and implements/shares best practices across the HR function.
• Strategizes with operations leadership and Talent Acquisition specialists on company-wide Workforce Planning to identify staffing requirements needed to meet the goals and objectives of the organization; works with business leaders to participate in activities to promote the hiring and retention of a qualified and diverse workforce.
• Manages the annual talent identification and review cycle. This would include Succession Planning, identification of high-potential employees, and the completion of Career Development Plans (CDP) to drive improved insight into the capability of our workforce.
• Owns enterprise talent strategy for field operations, ensuring leadership pipelines and critical skill readiness align with current and future needs.
• Strengthens and diversifies talent pipelines to business critical and leadership roles. This would include the implementation of high potential programs, coaching, 360o feedback, and embedding Group-wide Diversity & Inclusion initiatives to promote the attraction and successful development of diverse talent.
• Assesses the competitiveness of the Company's human resources and benefits programs and practices in relation to comparable companies and industry competitors, i.e., salaries, wages, bonuses, benefits, career opportunities, etc.
• Oversees the annual salary and wage planning program working with senior management to ensure that the Company maintains attractive and competitive salary and wage levels.
• Provides strategic influence and recommendations related to total rewards program for field employees, including base pay, incentive and benefits.
• Ensures effective, thorough, and objective HR investigations and recommendations for resolution while driving a culture of trust and respect.
• Utilizes monthly teleconferencing with Human Resources team members as a means to communicate and discuss current activities, upcoming events, relevant topics, and recent issues at respective Company locations.
• Trains and develops HR team members, providing avenues for career growth and advancement.
• Designs, develops, and implements Human Resources policies and programs for the effective and safe management of the people resources of the company.
• Administers and maintains Human Resources programs including wage and hour compliance, EEO and diversity requirements and other employee programs such as FMLA, ADA and leave policies.
• Partners with Safety and Operations leadership to integrate people strategy into safety performance, incident prevention, and field engagement initiatives.
• Oversees and manages the execution of the Company's human resources programs to ensure compliance with all governmental and regulatory guidelines.
EMPLOYEE SAFETY AND COMPLIANCE
• Responsible and accountable for incumbent's own personal safety.
• Responsible and accountable for the safety of all co-workers and any others incumbent comes in contact with.
• Authorized and obligated to stop work on any task or series of tasks whenever an unsafe condition or situation is anticipated or is observed.
• Complies with all applicable laws, regulations and Company policies and procedures, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• Reports any and all violations of applicable laws, regulations or Company policies and procedures promptly, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• All employees, current and former, must maintain confidentiality by not disclosing to others any confidential, proprietary or trade secret information belonging to the Company.
POSITION COMPENTENCIES
• Business Acumen (Business Awareness, Knowledge): Knowledgeable and understanding of business operations and functions, and the ability to align goals to support the business.
• Change Management (Change readiness, Conflict Management): Demonstrate support for innovation to improve effectiveness; Initiate, sponsor, and implement organizational change.
• Collaboration (Relationships, Team Interface): Constructive relationship with clients and other work units to meet mutual goals and objectives of the company.
• Communication (Verbal, Written): Verbal and written communication skills to express oneself clearly in conversations and interactions with others.
• Managing Work (Initiative, Productivity, Results Orientation): Shows ability to plan, schedule, direct work of self and others, and provide follow up to ensure quality standards.
• Performance Management (Productivity, Results Orientation): Sets goals and expectations, tracking progress, ensuring feedback, and addressing performance problems and issues promptly.
• Problem Solving (Analytical, Creative): Makes sound, well-informed and objective decisions.
• Strategic Focus (Alignment, Decision Making): Forecast and communicates changes in the environment to identify opportunities, gaps, and challenges.
• Talent Development (Coaching, Developing Others): Continuous development of juniors; sets goals, expectations, and objectives in ways that motivate them.
• Trust and Integrity (Integrity, Credibility, Influence): Follows through on commitments; respects and maintains confidentiality.
JOB SPECIFIC COMPENTENCIES
• Work Standard: Sets high standards and well-defined goals; displays high level of effort and commitment towards completing assignments with minimal supervision.
POSITION REQUIREMENTS
A B.A./B.S. Degree in Human Resource management or related field with minimum 10-15 years Human Resources experience is required, with 3-5 years direct people management, with a focus on helping team members grow and develop. MBA Degree and Senior Professional in HR (SPHR) certification preferred.
Broad HR generalist background in Staffing, Compensation & Benefit Administration, Policy Design & Administration, Organizational Effectiveness, Client Consulting & Partnering, Employee Diversity, Business Process Improvement, Health & Safety, Small Business and HR Problem Solving is required.
• Must have demonstrated broad exposure with current talent strategies including attraction, development and retention, experience designing enterprise-wide employee experience programs.
• Experience in program design, needs assessment, performance measurement and evaluation, process improvement, and consultative and negotiation skills.
• Experience guiding strategic initiatives which align with business goals and objectives.
• Experience leading and driving effective change management techniques and activities including communications plans that drive innovation, enhanced employee relations, operational excellence, and competitive advantage.
• Experience interacting with and influencing decisions of senior leaders based upon implications of human resources strategies and programs.
• Experience establishing & maintaining relationships with individuals at all levels of the organization.
• Experience collaborating with internal and external resources to develop strategies that meet department goals within budget and established timelines.
The incumbent must also be: 1) an effective leader capable of inspiring, motivating & persuading, 2) an effective communicator (both verbal & written), 3) able to interface well with employees at all levels of the organization, 4) a problem solver with the ability to resolve critical or sensitive customer issues or concerns, 5) proficient in Microsoft Office Suite and other HR software, and 6) be able to travel as required for company business.
Discretion and trustworthiness, and the ability to keep all Company information and materials strictly confidential (both internally and externally) are essential elements of this position.
Must be well organized, diligent, and be a self-starter with the ability to work with minimal supervision and to independently identify work to be done. Must be flexible and have the ability to adjust to sudden changes in work priorities. The incumbent must also have the ability to prioritize work generally and in order to accommodate those changes. Attention to detail and extreme care in performing tasks accurately and carefully are also essential.
The Company expects and requires incumbent and each of its other employees to observe and fulfill the above and all other safety responsibilities and actively work toward maintaining a safe workplace. Failure to do so can result in disciplinary action, up to and including termination of employment.
PHYSICAL/MENTAL REQUIREMENTS
The incumbent must be able to perform the essential functions of the job with or without reasonable workplace accommodation.
The individual must also be able to wear and properly utilize appropriate personal protective equipment if required to work or visit the jobsite. This may include hard hat, safety glasses, respirators, ear plugs, steel-toed shoes, personal flotation devices, or other equipment as required by the work performed and location the work is being done.
The incumbent must possess the ability to remain calm during emergencies and respond appropriately as dictated by the circumstance of the incident and as directed by the Safety Representative or other management personnel. Must be capable of evacuating the work area in a timely manner should an emergency situation arise.
POSITION SUMMARY
This position is accountable for providing leadership for our Field HR organization and partnering with HR and Executive Operations leadership to achieve the strategic and operational goals of the business. This role owns enterprise-wide Human Resources operations strategy for field employees and leads a team of strategic HR Business Partners in supporting the achievement of the HR strategy, business priorities and key foundational programs. Oversees and helps to enhance change management initiatives and all people management related opportunities in the areas of talent management, talent acquisition, succession planning, performance management, leadership development and organizational design impacting field team members.
Serves as a key enterprise leader responsible for aligning people, safety, and operational strategies in a dynamic construction environment.
The incumbent must support the guiding beliefs and core values of Orion, which are centered on Safety, Quality, Delivery, and Teamwork most importantly, with each built upon the all-important foundation of Integrity.
ENTERPRISE LEADERSHIP & AUTHORITY
• Owns enterprise‑wide HR operations strategy for field employees, including policy governance, workforce planning, compensation administration, and talent programs.
• Authorized to make final recommendations and decisions within approved policies, programs, and budget thresholds.
• Serves as the primary escalation point for complex field employee relations, compliance, and organizational risk matters.
SPECIFIC RESPONSIBILITIES
• Works closely with the Vice President of Human Resources and executive management and serves as a strategic partner to establish and achieve annual goals for the Human Resources Department.
• Demonstrates ability to deliver the overall strategic direction, guidance, and oversight of short and long-range Human Resources plans.
• Demonstrates ability to serve as an advisor and partner to senior leadership regarding all HR matters and aligns HR strategies and goals with the business strategies and objectives of the Company.
• Contributes to the business strategy by partnering with leadership to build organizational capabilities, optimize the organizational structure and build a culture of engagement and development.
• Establishes credibility throughout the organization with management and employees through responsiveness and effective problem solving on issues raised.
• Provides leadership, direction, coaching, and counseling to Human Resources team to engrain and deploy HR best practices and solutions within the geographical and functional areas of responsibility.
• Works closely with field operations leaders and HR team members to identify business gaps and lead process improvement efforts.
• Provides due diligence in any and all potential acquisitions or divestitures. Counsels senior stakeholders on all aspects of HR implications involved in restructurings, re-organizations, new business opportunities, and mergers and acquisitions. Ensures that subordinate team members are actively engaged in the process, as well as other HR shared services groups, to ensure delivery of services and solutions within project timelines.
• Ensures that the employee relations and employee engagement in the Company are constantly monitored and improvement opportunities are identified and implemented.
• Leads the development and use of workforce analytics, HR dashboards, and metrics to inform executive decision-making an proactively identify organizational risk and opportunity.
• Develops and deploys effective metrics and performance expectations and addresses both positive and negative trends. Identifies sources of positive trends and implements/shares best practices across the HR function.
• Strategizes with operations leadership and Talent Acquisition specialists on company-wide Workforce Planning to identify staffing requirements needed to meet the goals and objectives of the organization; works with business leaders to participate in activities to promote the hiring and retention of a qualified and diverse workforce.
• Manages the annual talent identification and review cycle. This would include Succession Planning, identification of high-potential employees, and the completion of Career Development Plans (CDP) to drive improved insight into the capability of our workforce.
• Owns enterprise talent strategy for field operations, ensuring leadership pipelines and critical skill readiness align with current and future needs.
• Strengthens and diversifies talent pipelines to business critical and leadership roles. This would include the implementation of high potential programs, coaching, 360o feedback, and embedding Group-wide Diversity & Inclusion initiatives to promote the attraction and successful development of diverse talent.
• Assesses the competitiveness of the Company's human resources and benefits programs and practices in relation to comparable companies and industry competitors, i.e., salaries, wages, bonuses, benefits, career opportunities, etc.
• Oversees the annual salary and wage planning program working with senior management to ensure that the Company maintains attractive and competitive salary and wage levels.
• Provides strategic influence and recommendations related to total rewards program for field employees, including base pay, incentive and benefits.
• Ensures effective, thorough, and objective HR investigations and recommendations for resolution while driving a culture of trust and respect.
• Utilizes monthly teleconferencing with Human Resources team members as a means to communicate and discuss current activities, upcoming events, relevant topics, and recent issues at respective Company locations.
• Trains and develops HR team members, providing avenues for career growth and advancement.
• Designs, develops, and implements Human Resources policies and programs for the effective and safe management of the people resources of the company.
• Administers and maintains Human Resources programs including wage and hour compliance, EEO and diversity requirements and other employee programs such as FMLA, ADA and leave policies.
• Partners with Safety and Operations leadership to integrate people strategy into safety performance, incident prevention, and field engagement initiatives.
• Oversees and manages the execution of the Company's human resources programs to ensure compliance with all governmental and regulatory guidelines.
EMPLOYEE SAFETY AND COMPLIANCE
• Responsible and accountable for incumbent's own personal safety.
• Responsible and accountable for the safety of all co-workers and any others incumbent comes in contact with.
• Authorized and obligated to stop work on any task or series of tasks whenever an unsafe condition or situation is anticipated or is observed.
• Complies with all applicable laws, regulations and Company policies and procedures, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• Reports any and all violations of applicable laws, regulations or Company policies and procedures promptly, and is subject to appropriate disciplinary action (including dismissal) for failure to do so.
• All employees, current and former, must maintain confidentiality by not disclosing to others any confidential, proprietary or trade secret information belonging to the Company.
POSITION COMPENTENCIES
• Business Acumen (Business Awareness, Knowledge): Knowledgeable and understanding of business operations and functions, and the ability to align goals to support the business.
• Change Management (Change readiness, Conflict Management): Demonstrate support for innovation to improve effectiveness; Initiate, sponsor, and implement organizational change.
• Collaboration (Relationships, Team Interface): Constructive relationship with clients and other work units to meet mutual goals and objectives of the company.
• Communication (Verbal, Written): Verbal and written communication skills to express oneself clearly in conversations and interactions with others.
• Managing Work (Initiative, Productivity, Results Orientation): Shows ability to plan, schedule, direct work of self and others, and provide follow up to ensure quality standards.
• Performance Management (Productivity, Results Orientation): Sets goals and expectations, tracking progress, ensuring feedback, and addressing performance problems and issues promptly.
• Problem Solving (Analytical, Creative): Makes sound, well-informed and objective decisions.
• Strategic Focus (Alignment, Decision Making): Forecast and communicates changes in the environment to identify opportunities, gaps, and challenges.
• Talent Development (Coaching, Developing Others): Continuous development of juniors; sets goals, expectations, and objectives in ways that motivate them.
• Trust and Integrity (Integrity, Credibility, Influence): Follows through on commitments; respects and maintains confidentiality.
JOB SPECIFIC COMPENTENCIES
• Work Standard: Sets high standards and well-defined goals; displays high level of effort and commitment towards completing assignments with minimal supervision.
POSITION REQUIREMENTS
A B.A./B.S. Degree in Human Resource management or related field with minimum 10-15 years Human Resources experience is required, with 3-5 years direct people management, with a focus on helping team members grow and develop. MBA Degree and Senior Professional in HR (SPHR) certification preferred.
Broad HR generalist background in Staffing, Compensation & Benefit Administration, Policy Design & Administration, Organizational Effectiveness, Client Consulting & Partnering, Employee Diversity, Business Process Improvement, Health & Safety, Small Business and HR Problem Solving is required.
• Must have demonstrated broad exposure with current talent strategies including attraction, development and retention, experience designing enterprise-wide employee experience programs.
• Experience in program design, needs assessment, performance measurement and evaluation, process improvement, and consultative and negotiation skills.
• Experience guiding strategic initiatives which align with business goals and objectives.
• Experience leading and driving effective change management techniques and activities including communications plans that drive innovation, enhanced employee relations, operational excellence, and competitive advantage.
• Experience interacting with and influencing decisions of senior leaders based upon implications of human resources strategies and programs.
• Experience establishing & maintaining relationships with individuals at all levels of the organization.
• Experience collaborating with internal and external resources to develop strategies that meet department goals within budget and established timelines.
The incumbent must also be: 1) an effective leader capable of inspiring, motivating & persuading, 2) an effective communicator (both verbal & written), 3) able to interface well with employees at all levels of the organization, 4) a problem solver with the ability to resolve critical or sensitive customer issues or concerns, 5) proficient in Microsoft Office Suite and other HR software, and 6) be able to travel as required for company business.
Discretion and trustworthiness, and the ability to keep all Company information and materials strictly confidential (both internally and externally) are essential elements of this position.
Must be well organized, diligent, and be a self-starter with the ability to work with minimal supervision and to independently identify work to be done. Must be flexible and have the ability to adjust to sudden changes in work priorities. The incumbent must also have the ability to prioritize work generally and in order to accommodate those changes. Attention to detail and extreme care in performing tasks accurately and carefully are also essential.
The Company expects and requires incumbent and each of its other employees to observe and fulfill the above and all other safety responsibilities and actively work toward maintaining a safe workplace. Failure to do so can result in disciplinary action, up to and including termination of employment.
PHYSICAL/MENTAL REQUIREMENTS
The incumbent must be able to perform the essential functions of the job with or without reasonable workplace accommodation.
The individual must also be able to wear and properly utilize appropriate personal protective equipment if required to work or visit the jobsite. This may include hard hat, safety glasses, respirators, ear plugs, steel-toed shoes, personal flotation devices, or other equipment as required by the work performed and location the work is being done.
The incumbent must possess the ability to remain calm during emergencies and respond appropriately as dictated by the circumstance of the incident and as directed by the Safety Representative or other management personnel. Must be capable of evacuating the work area in a timely manner should an emergency situation arise.
💡 Quick Summary
Seeking a career-building opportunity? The Director, HR Operations position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Houston offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
