An established company in the environmental services industry is looking for a strategic and people-focused Director of Human Resources. This key leader will be instrumental in developing and implementing HR strategies that support the company’s growth and operational excellence. Reporting directly to the CEO, this role combines culture stewardship with strategic guidance, delivering impactful people initiatives that align with evolving business priorities.

The Director will drive organizational effectiveness and employee engagement across a geographically dispersed, field-heavy workforce. Key responsibilities include fostering leadership development, workforce planning, and managing change. The role requires a business-savvy mindset to ensure HR strategies contribute directly to operational and financial success. This is a hybrid position offering flexibility, demanding both visionary leadership and hands-on involvement.

Primary Responsibilities

Strategic HR Leadership
As a member of the executive team, the Director will partner closely with the CEO and senior management to translate business goals into effective people strategies that enhance performance and operational synergy. Responsibilities include long-term talent planning, advising on organizational design, and developing leadership capacity to support rapid growth.

Organizational Development & Change Leadership
The Director will oversee initiatives related to organizational design and change management, facilitating smooth integration of acquisitions, aligning field and corporate teams, and implementing systems that strengthen culture and operational consistency. This also involves managing career development, internal mobility, and succession planning efforts.

Culture, Engagement & Leadership Growth
Accountable for nurturing a values-driven, inclusive, and high-performing workplace culture, the Director will lead programs that boost employee engagement, align leadership teams, and enhance leadership capabilities. They will serve as a visible and trusted figure fostering transparency, trust, and team cohesion.

Performance & Compensation Management
The Director will develop and maintain a performance management system that aligns with company values and business objectives. This includes overseeing performance reviews, coaching, and feedback processes. Additionally, they will manage compensation and benefits programs to remain competitive and equitable, supporting talent attraction and retention.

Compliance, HR Operations & Analytics
Ensuring adherence to employment laws and company policies, the Director will maintain high operational standards, including health and safety compliance. They will leverage HR systems and data analytics to inform strategic decisions and workforce planning. A Senior HR Business Partner will support daily HR functions, allowing the Director to concentrate on strategic priorities.

Ideal Candidate Profile

The successful candidate will demonstrate the following attributes:

• Business-Focused HR Leadership: Skilled at aligning HR initiatives with business objectives in operational settings.

• Experience in Growth and Change: Proven track record in leading HR during rapid scaling or organizational transformations.

• Trusted Communicator and Advisor: Able to engage and build credibility with stakeholders at all levels.

• Culture Advocate: Drives the integration of core values into HR practices and fosters high-performing, engaged teams across diverse environments.

• Adaptable to Change: Maintains focus and clarity through periods of uncertainty, supporting others to do the same.

• Strategic People Management: Experienced in designing teams, systems, and frameworks that balance business growth with employee development.

• HR Systems and Program Builder: Proficient in developing and scaling HR policies and processes within dynamic or decentralized organizations.

• Versatile Workforce Support: Comfortable working with both field-based employees (e.g., technicians, operators) and corporate staff (e.g., administrative, professional).

• Balanced Decision-Making: Exercises sound judgment considering both organizational goals and employee experience.

• Data-Driven Approach: Utilizes HR tools and analytics to inform decisions and enhance performance, even without deep technical specialization.