DIRECTOR OF HUMAN RESOURCES

Position Overview The Director of Human Resources is a strategic leader who manages the HR function across the organization.
As the head of the HR department, you will oversee the HR team.
This role is pivotal in driving organizational success by promoting a positive company culture, leading talent and organizational development initiatives, and aligning HR strategies with the company’s business objectives.
The HR Director will be responsible for strategic HR management, talent acquisition, employee relations, compliance, budgeting, and training programs.
You will work closely with senior leadership to ensure HR strategies support Radiance Solar’s goals, while fostering an inclusive, high-performing workplace culture.
Key Responsibilities Strategic HR Management.
Develop and implement HR policies, programs, and strategies that align with the company’s vision and business goals.
Provide strategic guidance to the HR team and senior leadership on all HR-related matters.
Lead initiatives to drive organizational development and change management, ensuring business growth and operational efficiency.
Payroll.
Oversee payroll administration for over 150 employees, including independent contractors, ensuring timely and accurate processing in line with company policies and applicable regulations.
Ensure compliance with prevailing wage laws in accordance with the Inflation Reduction Act (IRA), ensuring all wages meet or exceed mandated rates for eligible employees working on federal contracts or government-funded projects.
Oversee the certified payroll reporting of projects eligible for IRA funding and ensure compliance with all applicable payroll reporting requirements.
Support apprenticeship programs, ensuring adherence to compliance requirements, including reporting and tracking for projects that involve federal funding or incentives.
Prepare and submit required reports related to payroll, prevailing wage, and apprenticeship compliance, and collaborate with project clients or external auditors during compliance audits.
Manage and optimize HR information systems (HRIS) and payroll software to streamline payroll processes and compliance tracking.
Benefits Oversee the administration of the company's health, dental, and vision insurance plans, as well as ancillary benefits (e.
., life insurance, disability insurance, wellness programs), ensuring all benefits are effectively communicated to employees and delivered in compliance with legal and regulatory requirements.
Manage the full administration of the company's 401(k) retirement plan, including enrollment, compliance with ERISA, and collaboration with third-party administrators to ensure timely contributions and accurate reporting.
Conduct annual evaluations of current benefit plans, assessing competitiveness and cost-effectiveness.
Lead negotiations with benefit providers to optimize offerings that align with employee needs and company goals, while managing overall benefits costs.
Provide guidance and support to employees regarding their benefit options and assist with claims or issues that arise.
Facilitate open enrollment periods and ongoing employee education on benefits.
Talent Acquisition.
Oversee the entire recruitment and hiring process, ensuring the company attracts top talent.
Develop targeted recruitment strategies and employer branding efforts to maintain a competitive advantage in the job market.
Monitor talent acquisition metrics and continuously improve the hiring process.
Employee Relations.
Manage employee relations, providing guidance on conflict resolution, performance management, disciplinary actions, and terminations.
Foster an inclusive and positive work environment by promoting strong communication, transparency, and fair treatment of all employees.
Serve as a trusted advisor to employees and management on HR policies, career development, and workplace concerns.
Compliance & Legal Adherence.
Ensure all HR practices comply with local, state, and federal employment laws and regulations.
Maintain up-to-date knowledge of HR legal requirements and best practices to minimize risk and liability.
Oversee the development and enforcement of company-wide policies and procedures to ensure a compliant and safe workplace.
Budgeting & Compensation Management.
Develop, manage, and monitor the HR budget, including payroll, compensation, and benefits programs.
Evaluate compensation strategies to maintain competitive salary structures and optimize employee satisfaction.
Collaborate with the Business Development and the Construction department and research wage determinations relating to upcoming projects that qualify for prevailing wages, including ensuring that the Company adheres to any federal or state wage guidance for existing and future projects.
Collaborate with the Finance department on cost-effective solutions for employee benefits, training, and HR technology systems.
Training & Development.
Lead the development and implementation of comprehensive training and professional development programs.
Identify skill gaps and growth opportunities within the workforce and develop solutions to enhance employee capabilities.
Manage leadership training, succession planning, and career development initiatives to retain and grow internal talent.
Organizational Development & Culture.
Foster a positive, inclusive, and high-performing company culture that promotes employee engagement and well-being.
Partner with senior management to define and implement organizational development strategies that support company growth and agility.
Ensure that diversity, equity, and inclusion (DEI) initiatives are embedded across all HR practices and company culture.
Collaboration with Senior Leadership.
Collaborate with the executive team to align HR strategies with overall business objectives.
Provide data-driven insights and recommendations to senior management regarding employee engagement, retention, talent development, and operational performance.
Serve as a key contributor to the company’s long-term planning, guiding decisions on workforce planning, talent acquisition, and organizational change.
Qualifications.
Education & Experience.
Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree preferred.
10+ years of progressive HR experience, with at least 3 years in a leadership or director-level role.
Proven experience in talent acquisition, employee relations, performance management, organizational development, and compliance.
Experience managing HR budgets and compensation strategies.
Experience working in the construction (or like) industry Understanding of field employee dynamics and support Experience with project based job costing, including burdened rate Skills & Competencies.
Strong communication and interpersonal skills, with the ability to influence and negotiate effectively at all levels of the organization.
Excellent organizational and time-management skills, with a strategic mindset.
Proficiency in Microsoft Office Suite and HR systems (HRIS, ATS, payroll systems).
Ability to think critically and make data-driven decisions in a fast-paced environment.
High emotional intelligence, empathy, and cultural awareness to navigate complex employee relations and organizational dynamics.
Excellence with Excel, ADP, Acumatica (or other ERP system) preferred Personal Attributes.
A collaborative leader with the ability to inspire, develop, and mentor a diverse HR team.
Self-motivated and able to adapt to changing business needs.
Passionate about fostering a positive, inclusive, and engaged workplace culture.
Strategic thinker with the ability to balance long-term vision with day-to-day operations.
Physical Requirements Ability to sit for prolonged periods of time at a desk/computer.
Ability to lift up to 25 lbs.
when handling office supplies or coordinating office events.
Use arms and hands to reach for, handle or manipulate objects.
Stoop, kneel, crouch and crawl.
See well (naturally or with correction).