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 companys 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 Solars goals while fostering an inclusive highperforming workplace culture.

Key Responsibilities

Strategic HR Management:

• Develop and implement HR policies programs and strategies that align with the companys vision and business goals.
• Provide strategic guidance to the HR team and senior leadership on all HRrelated 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 governmentfunded 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 companys health dental and vision insurance plans as well as ancillary benefits (e.g. 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 companys 401(k) retirement plan including enrollment compliance with ERISA and collaboration with thirdparty administrators to ensure timely contributions and accurate reporting.
• Conduct annual evaluations of current benefit plans assessing competitiveness and costeffectiveness. 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 uptodate knowledge of HR legal requirements and best practices to minimize risk and liability.
• Oversee the development and enforcement of companywide 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 costeffective 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 highperforming company culture that promotes employee engagement and wellbeing.
• 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 datadriven insights and recommendations to senior management regarding employee engagement retention talent development and operational performance.
• Serve as a key contributor to the companys longterm planning guiding decisions on workforce planning talent acquisition and organizational change.

Qualifications:

Education & Experience:

• Bachelors degree in Human Resources Business Administration or a related field required; Masters degree preferred.
• 10 years of progressive HR experience with at least 3 years in a leadership or directorlevel 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 timemanagement skills with a strategic mindset.
• Proficiency in Microsoft Office Suite and HR systems (HRIS ATS payroll systems).
• Ability to think critically and make datadriven decisions in a fastpaced 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.
• Selfmotivated 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 longterm vision with daytoday 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).