Human Resources Director

Posted November 9, 2020

Job Summary

The Human Resources Director provides vision and organizational leadership to establish and implement human resource strategies in support of the company’s goals and objectives. The Director functions as a strategic business advisor to company leadership and provides technical assistance for management and other staff regarding employment related issues. The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs that will provide the company with an employee-oriented, high-performance culture.

Essential Duties and Responsibilities

To perform this job successfully, the employee must be able to perform each essential duty satisfactorily and in a timely manner. The following duties are representative of the job but are not all inclusive and other duties may be assigned as needed.



  • Act as a steward of Pence culture – Who We Are
  • Uphold and communicate Pence safety standards
  • Proactive, self-starting, self-managing
  • Takes ownership for a successfully run Human Resources Department
  • Behaves in a manner that sets a positive example for others to follow
  • Makes day to day decisions that enhance profitability without sacrificing our values or relationships
  • Grow and mentor employees
  • Responsible for mitigating and reporting company risk
  • Follow all policies and procedures and assure others do as well
  • Participates in meetings and committees



Development of the Human Resources Department

  • Builds strong credibility of the human resources function through professionalism, leadership, and integrity.
  • Oversees and/or monitors the functional areas of Human Resources including the compensation program (wage and salaries), drug testing program, criminal background check system, recruitment and selection process and activities, employee promotion and transfer activities, leaves of absences, new employee orientation program, employee relations, employee record keeping, employee training, performance appraisal system, employee grievance and investigation processes, termination process, Affirmative Action Plan, and position description development
  • Oversees administration of the functional areas to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
  • Selects and monitors benefit insurance brokers, benefit insurance carriers, pension administrators, employment attorneys, recruiters, and other outside sources to ensure there are effective and positive partners that provide excellent customer service and help the company to grow and flourish.
  • Assures the employee handbook and additional HR policies, programs and practices are developed, implemented, maintained, and monitored for any required changes.
  • Leads the development of department goals, objectives, and systems.
  • Establishes departmental measurements that support the accomplishment of the company’s strategic goals.
  • Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
  • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
  • Participates in executive, management, and company staff meetings and attends other meetings and seminars.


Employee Relations


  • Formulates and recommends Human Resources policies and objectives for the company regarding employee relations.
  • Partners with management to communicate Human Resources policies, procedures, programs, and laws.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Conducts investigations when employee complaints or concerns are brought forth.
  • Oversees the progressive discipline system of the company.
  • Oversees the performance improvement process with non-performing employees.
  • Oversees and approves management recommendations for employment terminations.
  • Responsible for the tracking and reporting OSHA-required data.
  • Responsible for the company workers’ compensation policy and manages all workers’ compensation claims with company’s insurance business partner.
  • Oversees the review of employee appeals through the company complaint procedure.
  • Oversees the process for responding and defending unemployment claims.
  • Works with employment law attorney to resolve any legal claims brought by employees.


  • Establishes the company wage and salary structure, pay policies, and oversees the pay systems within the company including bonuses and raises.
  • Leads competitive market research to establish pay practices and pay ranges that help to recruit and retain superior staff.
  • Monitors all pay practices and systems for effectiveness and cost containment.
  • Assists executive leadership with the annual compensation review.


  • Develops and implements comprehensive benefit plans that are competitive and cost effective for organization.
  • With the assistance of the CFO, obtains cost-effective employee benefits and monitors the national benefits environment for options and cost savings.
  • Oversees the development of benefit orientations and other benefit training.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.


  • Leads company compliance with all existing governmental and labor legal reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Affordable Care Act (ACA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor (DOL), worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
  • Maintains minimal company exposure to lawsuits.
  • Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.
  • Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development


  • Designs and directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
  • Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, company committees, and one-on-one meetings.
  • Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
  • Identifies and monitors the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction.
  • Assist in the development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
  • Keeps the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the management level.

Training and Development


  • Defines Human Resources training programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
  • Leads the implementation of the performance management system that includes workforce development plans (WDPs).
  • Develops and coordinates new employee orientation and management development training.
  • Assists with the development of and monitors the spending of the company training budget.


Any, and all other duties as assigned.



The following qualifications are representative of the knowledge, skills and abilities needed to perform the job but are not all inclusive.

  • Bachelor’s Degree in Human Resources or related field required
  • 10+ years’ experience in human resources department
  • 3+ years’ experience in a HR leadership position
  • Strong understanding of the interviewing process, benefits administration, payroll, and other HR functions
  • PHR certification a plus
  • Strategically and tactically ability to evaluate and implement sophisticated HR related programs and initiatives
  • Ability to work with a variety of organizational leadership to build consensus around HR strategy
  • Models superior interpersonal communication, presentation, and organizational skills
  • Demonstrated ability to coach, develop, and lead employees
  • Diligent and firm with high ethical standards
  • Strong attention to detail
  • Full understanding of how organizations operate to meet objectives
  • Demonstrated ability to serve as a successful participant on the leadership team
  • Evidence of the practice of a high level of confidentiality.
  • Thorough knowledge of human resources management principles and best practices.
  • Specialized knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
  • Competent and knowledgeable of HR information systems and computer technology
  • Knowledge of data analysis and reporting
  • Society of Human Resources Management member encouraged


Working Conditions: 


Normally works in a typical office environment but may occasionally be required to visit job sites where work is done outside in a construction environment. May be exposed to weather, dirt/dust, loud noise, and may be required to wear personal protective equipment.  Must be able to work for long periods of time in front of a computer. Required to lift 10lbs regularly and 25lbs occasionally. Regular attendance is required to perform the job satisfactorily.

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Pence Values:

Our philosophy is simple. The foundation of our success is rooted in the skills and talents of our people and their commitment to who we are. Pence lives by a set of values and we look to our employees to keep those values in everything they do. On your first day at Pence, you will learn about those values and how we live them straight from our owners. 

About Pence:

Founded in 1949 by Dale Pence, in Salem Ore., Pence Construction has been passionate about building with integrity and quality for decades. With many long-standing client relationships and lengthy employee tenure, Pence is a trusted partner to our clients. 

Formerly known as LCG Pence, Pence is owned by Paul Schulz and Dave Hays. With more than 150 employees currently, Pence serves a wide variety of clients from senior living, education, multi family housing, office, and more. We are looking for talented and value-oriented people to join us.



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