Chief Human Resources Officer

About the Company

An industrial services company committed to rapid growth through acquisitions is expanding its footprint across the process industries sector. Operating 30 sites nationwide, the organization is evolving from a collection of founder-led regional firms into a unified, integrated enterprise. Having completed several acquisitions and with more planned, it is establishing a strong corporate framework to support its ambitious growth objectives.

About the Role

Reporting directly to the President and collaborating closely with the CFO and divisional leaders, the Chief Human Resources Officer will oversee the entire HR strategy. This pivotal position will be responsible for organizational design, talent management, HR operational models, and strategic people partnerships across the company.

Key Responsibilities

• Lead the creation and implementation of a cohesive divisional organizational model spanning the company's three operating segments.
• Collaborate with business unit heads to translate this model into clear organizational structures, defined roles, and accountabilities.
• Strategically plan future organizational structures while ensuring disciplined execution of transitions.
• Develop and deploy a streamlined, efficient HR delivery model that supports divisional needs while maintaining effectiveness at the corporate level.
• Establish essential HR systems including talent acquisition, organizational development, performance management, and training to promote sustained and predominantly organic growth.
• Mentor and manage a team consisting of three HR Business Partners (one per division) and oversee recruiting activities.
• Evaluate leadership teams for role alignment and work alongside the President to appoint key executive-level positions.
• Build and enhance organizational development initiatives focused on talent growth, performance oversight, and training programs.
• Challenge leadership constructively on organizational structure, team configurations, and talent decisions, making candid assessments as necessary.
• Act as a strategic partner with senior leadership, exemplifying exemplary HR business partnership practices.
• Conduct benchmarking and strategic analysis of compensation and benefits, formulating scalable and cost-efficient frameworks aligned with company growth.
• Ensure that the organization consistently develops the talent, structure, and capabilities needed to support a shift toward organic expansion.