Director, Human Resources

Arcosa seeks a Director of Human Resources who drives strategic goals and objectives and serves as a business partner to the Business Unit President and business leadership of the Ameron Pole Products business unit. The position will be based out of our Tulsa, OK location. The HR Director assesses and anticipates HR-related needs, executes HR related programs, proactively collaborates with the appropriate business leaders including fellow HR Leadership Team members and Corporate shared services leaders.

Arcosa, Inc. (NYSE: ACA) is a growth-oriented manufacturer and producer of infrastructure-related products and services. The company has businesses with leading positions in construction, energy, and transportation markets with annual revenues in excess of $2B.

What you’ll do:

• Effectively and diplomatically translate business strategy and objectives into goals, plans and tactics that are aligned with business imperatives, while ensuring compatibility with enterprise values, ethics and policy.
• Attract, place, retain and motivate top industry talent through development of premier compensation programs, improved onboarding, employee training/coaching and succession planning
• Counsel or coach business leaders regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline, and/or terminations in line with local culture and the business and legal environment
• Work with business leaders to develop union avoidance campaigns and programs
• Maintain a risk analysis to backstop supplier labor stoppages, contract disputes and other acts that could interrupt the flow of production
• Work with all applicable business line executives to design, develop and implement leadership and/or departmental training programs
• Work with operations leaders to grow employee confidence and morale by offering improved onboarding, in addition to continuous improvement training and development opportunities
• Work closely with the operations leadership teams to understand personnel needs from a short, medium and long-term perspective
• Improve reporting structure fluidity and line of communications to maintain an environment of “informed employees”
• Provide leadership and coach a team of direct reports as well as matrix’d field HR teams to deliver results
• Manage risk through ensuring policies and practices are adhered to and compliant with employment law and regulations, working closely with others to implement changes to practices as needed to meet regulatory and legal requirements
• Responsible for reporting operational metrics to leadership on a monthly basis
• Lead annual talent management processes (performance reviews, merit planning, etc.)
• Participate in confidential investigations of employee relations issues, when needed
• Assist with strategic projects and special initiatives, as assigned

What you’ll need:

• Minimum of 10 years’ progressive Human Resources Management experience
• Bachelor’s degree highly preferred
• Experience functioning as a key member of a senior management team, contributing to the strategy and direction of the business unit
• Experience supporting Human Resource operation with non-exempt employees in a union and/or non-union environment
• Experience with labor relations, supporting grievances and negotiating contracts
• Experience in the industrial manufacturing sector preferred
• Ability to build strong relationships and report at all levels of the organization
• Demonstrated track record of being a decisive leader with the objective of maintaining alignment with the operating division
• Possess superior written and verbal communication and presentation skills
• Ability to analyze complex problems quickly; develop and implement solutions
• Ability to assess risk and develop Human Resource plans and programs to mitigate liability and ensure operational success
• Successful track record building proactive programs for union avoidance, retention and salary and incentive planning
• Demonstrated ability to bring process, structure and clarity without instituting bureaucracy or slowing the organization’s momentum or adversely affecting an entrepreneurial culture
• Ability to exercise sound judgement
• Willing to travel (up to 50%) to plant locations within the domestic United States
• PHR, SPHR & GPHR designations highly desired
• Demonstrated ability to bring process, structure and clarity without instituting bureaucracy or slowing the organization’s momentum or adversely affecting an entrepreneurial culture
• Ability to remain flexible in the face of changing market forces and organizational priorities
• Ability to comfortably interact in a matrixed reporting structure with competing interests and priorities
• Strong knowledge of Microsoft Office (Word, Excel, PowerPoint) required
• Knowledge of employment law and practices required