Chamberlain Advisors
Director of Human Resources
Location:
Milwaukee, WI. Candidates currently in the greater Chicago area who are open to commuting regularly to Milwaukee, WI will be considered.
Travel:
Travel to various corporate business locations first year could reach 30 – 50% (during surge times travel can reach 50%; however over time, when there is a steady state travel will be 20‑30%).
We’re partnering with a rapidly growing, private equity‑backed commercial roofing company that currently has 400+ employees and is on a clear trajectory to grow through future acquisitions. This is an opportunity to move beyond traditional HR and serve as a strategic partner, overseeing a value‑adding integrated HR infrastructure. The Director will lead a team of up to three direct reports (two HR Generalists and a Payroll Specialist) and will shape workforce strategy, elevate company culture, and use data‑driven insights to fuel significant business growth.
Core Profile Requirements
Director of Human Resources experience for an organization or business unit: A strategic, visionary, people leader who has supported, developed, and executed human resource strategy aligned with the overall business plan and strategic direction. Demonstrated history in talent management, leadership development, succession planning, organizational & performance management, training, workforce planning, talent acquisition, compensation, and change management.
Differentiators
Entrepreneurial spirit & company culture alignment: strong desire to build, grow, and own business outcomes, continuous improvement mindset, authentic executive presence, respected and approachable across the organization, prioritizes team success over titles, experience aligning corporate culture with organizational goals, capable of navigating a largely blue‑collar workforce.
Core HR operations, policy & compliance: oversee all core HR operations and compliance for a multi‑state, non‑union workforce; develop & enforce policies and procedures ensuring legal compliance across states, create & manage employee handbooks, leverage HRIS strategically.
Controls & processes: proven track record establishing controls & processes within HR to ensure compliance, efficiency and organizational success; designing & implementing HR controls related to talent acquisition, onboarding, performance management and employee relations; mitigating risks via strategic controls.
HR & HRIS systems ownership: deep commitment to treat the platform (People, Benefits, Payroll, etc.) as critical infrastructure; hands‑on, technical approach to system lifecycle, configuration, data integrity, security governance, integration with other enterprise systems.
HR integration leadership: lead implementation & rollout of integrated HR systems (HRIS, LMS, etc.) across multi‑site, multi‑state entity; move from disparate systems to a centralized platform; strategic experience with M&A or de‑novo expansion; identify & monitor key HR metrics and KPIs.
Talent management best practices: collaborate with business leaders to develop smart talent plans addressing current & future needs; manage full scope of talent management – attracting, developing, retaining top talent; lead performance management, leadership development, career & succession planning.
Learning & leadership development: design, implement, and manage programs that enhance employee skills, knowledge and growth; identify learning needs, deliver training, leverage tech to foster continuous learning and alignment with strategic goals.
Core Accountabilities Strategic Partnership & Leadership
Act as strategic partner to CEO and C‑suite, providing trusted advice and insights on workforce strategies, organizational design and cultural evolution.
Translate business plans into actionable HR strategies and coordinate their execution across the organization.
Oversee workforce planning, implementing policies to understand future staffing needs, conduct skills gap analysis, forecasting and scenario planning.
Manage the HR Department’s budget and financial performance in collaboration with Finance, Operations and Project Management.
HR Centralization & Systems Integration
Lead initiative to centralize HR processes & policies across multi‑state entities, ensuring consistency, compliance and single standard of excellence.
Define strategy, selection and deployment of core HR technology ecosystem (HRIS, payroll, talent management).
Champion technical and procedural integration of all HR systems (Payroll, HRIS, Benefits, etc.) ensuring seamless data flow and reporting.
Oversee data integrity and security of HR data, establish analytics and reporting standards for executive leadership.
Lead change management and adoption initiatives for new system implementations and upgrades.
Payroll Ownership & Compliance
Oversee multi‑state payroll function, ensuring timely, accurate, compliant processing of wages, deductions, benefits and tax filings.
Manage payroll vendor/system performance, optimizing configuration for efficiency and data integrity.
Develop, document and enforce standardized payroll procedures and internal controls across all state entities.
Serve as support for complex payroll matters: multi‑state taxation, garnishments, final pay regulations, and required regulatory reporting (W‑2s, 1099s).
Partner with Finance/Accounting to reconcile payroll accounts and provide accurate labor cost reporting.
Team & Department Management
Build, mentor and lead a high‑performing HR team focused on improving the HR function.
Improve HR programs, policies and processes, ensuring accountability for all initiatives.
Use data‑driven insights to inform executive decision‑making and measure organizational health.
Act as strategic partner to address operational and people issues, ensuring HR supports business goals.
Talent Management & Culture
Support and direct talent management strategy, succession planning and capability gap analysis.
Oversee talent development programs: executive education, coaching, mentoring, performance management and career development.
Lead initiatives to enhance corporate culture, employee engagement and retention.
Drive change management initiatives for company growth and operational excellence.
Implement robust talent acquisition programs, policies and procedures.
Employee & Labor Relations
Support and manage employee relations, investigations, conflict resolution and policy enforcement.
Act as trusted advisor and consultant with thoughtful, creative solutions aligned to company philosophy.
Build strong relationships with union leaders, employees and internal stakeholders.
Direct union negotiations, collective bargaining, grievance resolution and arbitration.
Compensation, Rewards & Compliance
Design and manage a competitive total rewards program tailored to the construction industry.
Oversee all aspects of benefits administration, including wellness programs and annual open enrollment.
Regularly benchmark compensation and benefits against relevant companies and markets.
Qualifications
Bachelor’s degree in human resources, organizational leadership or related field; MBA and HR certifications (SPHR, SHRM‑SCP, etc.) highly desirable.
10‑15+ years of progressive HR experience within highly diverse, scaling organizations.
Demonstrated experience with core HR functions: talent acquisition, talent management, performance management, leadership development, learning & development, compensation, benefits, employee rewards and relations.
Experience managing HR functions for a multi‑state, multi‑site workforce.
Experience with full‑cycle HRIS and payroll system integration/implementation across multiple locations.
Prior HR leadership experience in a company with 300‑500+ employees and revenues over $500M.
Proficiency in HR technology systems (HRIS, ATS, payroll software, etc.).
Experience defining, implementing, and monitoring HR metrics and KPIs.
Spanish speaking is a plus.
About Our Client Our client's mission is to provide the best commercial and industrial roofing services while maintaining a commitment to excellence and customer satisfaction. They prioritize integrity, professionalism and attention to detail in every project. Their core values revolve around providing exceptional service, employing the latest techniques and technologies, and ensuring the longevity and security of roofing installations. They center their approach around customers, ensuring every aspect of the process is tailored to exact requirements from initial consultation through project completion with transparent communication.
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Milwaukee, WI. Candidates currently in the greater Chicago area who are open to commuting regularly to Milwaukee, WI will be considered.
Travel:
Travel to various corporate business locations first year could reach 30 – 50% (during surge times travel can reach 50%; however over time, when there is a steady state travel will be 20‑30%).
We’re partnering with a rapidly growing, private equity‑backed commercial roofing company that currently has 400+ employees and is on a clear trajectory to grow through future acquisitions. This is an opportunity to move beyond traditional HR and serve as a strategic partner, overseeing a value‑adding integrated HR infrastructure. The Director will lead a team of up to three direct reports (two HR Generalists and a Payroll Specialist) and will shape workforce strategy, elevate company culture, and use data‑driven insights to fuel significant business growth.
Core Profile Requirements
Director of Human Resources experience for an organization or business unit: A strategic, visionary, people leader who has supported, developed, and executed human resource strategy aligned with the overall business plan and strategic direction. Demonstrated history in talent management, leadership development, succession planning, organizational & performance management, training, workforce planning, talent acquisition, compensation, and change management.
Differentiators
Entrepreneurial spirit & company culture alignment: strong desire to build, grow, and own business outcomes, continuous improvement mindset, authentic executive presence, respected and approachable across the organization, prioritizes team success over titles, experience aligning corporate culture with organizational goals, capable of navigating a largely blue‑collar workforce.
Core HR operations, policy & compliance: oversee all core HR operations and compliance for a multi‑state, non‑union workforce; develop & enforce policies and procedures ensuring legal compliance across states, create & manage employee handbooks, leverage HRIS strategically.
Controls & processes: proven track record establishing controls & processes within HR to ensure compliance, efficiency and organizational success; designing & implementing HR controls related to talent acquisition, onboarding, performance management and employee relations; mitigating risks via strategic controls.
HR & HRIS systems ownership: deep commitment to treat the platform (People, Benefits, Payroll, etc.) as critical infrastructure; hands‑on, technical approach to system lifecycle, configuration, data integrity, security governance, integration with other enterprise systems.
HR integration leadership: lead implementation & rollout of integrated HR systems (HRIS, LMS, etc.) across multi‑site, multi‑state entity; move from disparate systems to a centralized platform; strategic experience with M&A or de‑novo expansion; identify & monitor key HR metrics and KPIs.
Talent management best practices: collaborate with business leaders to develop smart talent plans addressing current & future needs; manage full scope of talent management – attracting, developing, retaining top talent; lead performance management, leadership development, career & succession planning.
Learning & leadership development: design, implement, and manage programs that enhance employee skills, knowledge and growth; identify learning needs, deliver training, leverage tech to foster continuous learning and alignment with strategic goals.
Core Accountabilities Strategic Partnership & Leadership
Act as strategic partner to CEO and C‑suite, providing trusted advice and insights on workforce strategies, organizational design and cultural evolution.
Translate business plans into actionable HR strategies and coordinate their execution across the organization.
Oversee workforce planning, implementing policies to understand future staffing needs, conduct skills gap analysis, forecasting and scenario planning.
Manage the HR Department’s budget and financial performance in collaboration with Finance, Operations and Project Management.
HR Centralization & Systems Integration
Lead initiative to centralize HR processes & policies across multi‑state entities, ensuring consistency, compliance and single standard of excellence.
Define strategy, selection and deployment of core HR technology ecosystem (HRIS, payroll, talent management).
Champion technical and procedural integration of all HR systems (Payroll, HRIS, Benefits, etc.) ensuring seamless data flow and reporting.
Oversee data integrity and security of HR data, establish analytics and reporting standards for executive leadership.
Lead change management and adoption initiatives for new system implementations and upgrades.
Payroll Ownership & Compliance
Oversee multi‑state payroll function, ensuring timely, accurate, compliant processing of wages, deductions, benefits and tax filings.
Manage payroll vendor/system performance, optimizing configuration for efficiency and data integrity.
Develop, document and enforce standardized payroll procedures and internal controls across all state entities.
Serve as support for complex payroll matters: multi‑state taxation, garnishments, final pay regulations, and required regulatory reporting (W‑2s, 1099s).
Partner with Finance/Accounting to reconcile payroll accounts and provide accurate labor cost reporting.
Team & Department Management
Build, mentor and lead a high‑performing HR team focused on improving the HR function.
Improve HR programs, policies and processes, ensuring accountability for all initiatives.
Use data‑driven insights to inform executive decision‑making and measure organizational health.
Act as strategic partner to address operational and people issues, ensuring HR supports business goals.
Talent Management & Culture
Support and direct talent management strategy, succession planning and capability gap analysis.
Oversee talent development programs: executive education, coaching, mentoring, performance management and career development.
Lead initiatives to enhance corporate culture, employee engagement and retention.
Drive change management initiatives for company growth and operational excellence.
Implement robust talent acquisition programs, policies and procedures.
Employee & Labor Relations
Support and manage employee relations, investigations, conflict resolution and policy enforcement.
Act as trusted advisor and consultant with thoughtful, creative solutions aligned to company philosophy.
Build strong relationships with union leaders, employees and internal stakeholders.
Direct union negotiations, collective bargaining, grievance resolution and arbitration.
Compensation, Rewards & Compliance
Design and manage a competitive total rewards program tailored to the construction industry.
Oversee all aspects of benefits administration, including wellness programs and annual open enrollment.
Regularly benchmark compensation and benefits against relevant companies and markets.
Qualifications
Bachelor’s degree in human resources, organizational leadership or related field; MBA and HR certifications (SPHR, SHRM‑SCP, etc.) highly desirable.
10‑15+ years of progressive HR experience within highly diverse, scaling organizations.
Demonstrated experience with core HR functions: talent acquisition, talent management, performance management, leadership development, learning & development, compensation, benefits, employee rewards and relations.
Experience managing HR functions for a multi‑state, multi‑site workforce.
Experience with full‑cycle HRIS and payroll system integration/implementation across multiple locations.
Prior HR leadership experience in a company with 300‑500+ employees and revenues over $500M.
Proficiency in HR technology systems (HRIS, ATS, payroll software, etc.).
Experience defining, implementing, and monitoring HR metrics and KPIs.
Spanish speaking is a plus.
About Our Client Our client's mission is to provide the best commercial and industrial roofing services while maintaining a commitment to excellence and customer satisfaction. They prioritize integrity, professionalism and attention to detail in every project. Their core values revolve around providing exceptional service, employing the latest techniques and technologies, and ensuring the longevity and security of roofing installations. They center their approach around customers, ensuring every aspect of the process is tailored to exact requirements from initial consultation through project completion with transparent communication.
#J-18808-Ljbffr