Director of Human Resources

Job Summary
EnSite is hiring a Director of Human Resources who will report directly to the CEO and own the people side of the growth plan. This is not an administrative HR seat.
EnSite grows in two ways. First, by hiring senior engineers and project leaders who bring established client relationships with them. Second, by standing up field crews quickly when projects award, which means a large, rotating base of temporary full-time (TFT) employees who are hired, onboarded, deployed and released on project timelines. The Director will run the recruiting effort for the first group alongside the CEO, and will build and own the operating system for the second.
The Director will also lead the existing HR and benefits team, own compensation and the annual bonus process with the CEO and CFO, and carry responsibility for compliance across a multi-state workforce. The mandate is to build the people function a 500-person firm needs. Excelling in this role will allow a pathway to grow into the Vice President of People at EnSite.
Key Responsibilities
Recruiting Revenue-Producing Professionals
Partner with the CEO to identify, approach and recruit senior engineers, surveyors, inspectors and project leaders with established client books in the utility, pipeline, power and infrastructure markets.
Build and maintain a live pipeline of target hires by market and service line. Run direct outreach, manage search firm relationships where used, and keep the CEO's time focused on closing.
Structure and negotiate offers for senior hires, including base, bonus, sign-on arrangements and participation in EnSite's incentive equity program, working with the CEO and CFO.
Own the professional hiring process end to end: sourcing, screening, interview design, references, offer and close.
Report on pipeline, time-to-hire, offer acceptance and first-year retention for professional hires.
Field Workforce Scaling and TFT Operations
Design, build and own the onboarding and offboarding system for TFT field employees (survey crews, inspectors, land agents) tied to project awards and completions: offer letters, I-9 and E-Verify, background and drug screening, safety orientation, operator qualification and contractor compliance platform enrollment (ISNetworld, Veriforce, Avetta and similar), equipment issue and return, and final pay.
Maintain a rehire bench so proven field personnel can be redeployed quickly on the next award.
Work with the survey, inspection and engineering leaders on headcount planning against backlog and project schedules.
Drive turnover down and rehire rates up through better onboarding, communication and crew management practices.
Compensation and Bonus
Own the annual compensation review and the year-end bonus pool process with the CEO and CFO: pool sizing, allocation recommendations by division and individual, approvals and communication.
Build and maintain salary bands by role, market and geography. Benchmark against industry data and keep EnSite competitive for the people it needs to hire and keep.
Administer the management incentive equity program alongside the CEO and CFO and outside counsel: grant documentation, election tracking, new-participant onboarding and recordkeeping.
HR Leadership, Benefits and Compliance
Lead and develop the HR and benefits team. Set priorities, build capacity and add recruiting resources as EnSite grows.
Own the benefits program and broker relationship: medical, dental, vision, life and disability, flexible spending and health reimbursement arrangements, HSA and 401(k). Run annual open enrollment, the 401(k) audit, ACA reporting, non-discrimination testing and EEO-1.
Ensure compliance across more than 40 states: wage and hour (including overtime and pay practices for hourly field staff), FMLA, ADA, I-9, and multi-state registrations and notices.
Serve as EnSite's point of contact for employee relations: investigations, coaching of managers, discipline and terminations.
Own the employee handbook, HR policies and the performance management process.
Own the HRIS (ADP). Drive automation, data quality and reporting.
Culture, Retention and Organization
Build retention programs for key employees. Run exit interviews and act on what they say.
Partner with the CEO on organizational design as EnSite grows and integrates acquisitions.
Lead people integration for acquired businesses: harmonizing benefits, policies, compensation and systems.
Qualifications
Required
Bachelor's degree required. Master's degree in HR, business or a related field, or SHRM-SCP or SPHR certification, strongly preferred.
Ten or more years of progressive HR experience, including at least two years as a Director or Head of HR.
Demonstrated success recruiting senior, revenue-producing professionals (engineers, consultants, principals or partners) in a professional services, engineering or technical services firm. Candidates should be able to describe specific hires they sourced and closed and what those hires produced.
Experience managing a high-volume hourly or field workforce with frequent onboarding and offboarding.
Multi-state employment law and wage and hour expertise.
Experience designing and administering compensation structures and bonus plans.
Experience leading and building an HR team.
Executive presence and judgment. Comfortable advising a CEO directly and handling sensitive matters with discretion.
Preferred
Engineering, surveying, pipeline and utility services, oilfield services or construction industry background.
Experience at a private equity-backed or high-growth company.
Experience with incentive equity or profits interest programs.
ADP Workforce Now or a comparable HRIS.
Experience with operator qualification and contractor compliance platforms (ISNetworld, Veriforce, Avetta or similar).
Experience with people integration in acquisitions.
Compensation and Benefits
Competitive base salary and annual performance bonus tied to individual performance and company results.
Eligibility for EnSite's long-term incentive program.
Medical, dental and vision coverage, company-paid life and disability insurance, HSA with employer contribution, and 401(k) plan.
Paid time off and company holidays.

Employment type
Regular - Full Time

Work arrangement
No