Executive Director of People Operations & Workforce Strategy peach core development firm llc Birmingham, AL Job Details Full-time From $57,000 a year 7 hours ago Benefits Health insurance Dental insurance 401(k) Paid time off Parental leave Vision insurance Opportunities for advancement Life insurance Retirement plan Qualifications Confidential information handling Organization design Finance Team leadership Regulatory compliance Labor cost analysis Workplace dispute resolution HR legal compliance Employee retention English High school diploma or GED Team development Bachelor's degree Human resources Headcount forecasting Organizational skills Business Administration Employment law in talent management Job evaluation for salary planning Workforce management Employee relations strategy Negotiation Operational budget management Payroll record maintenance Strategic workforce planning Full Job Description Position Summary The Executive Director of People Operations & Workforce Strategy is responsible for leading the company's overall people, workforce, recruiting, and human resources strategy. This executive will ensure the company has the right people, in the right positions, at the right time, and at the right cost to support construction projects, real estate development operations, corporate functions, and continued company growth. The position combines traditional Human Resources leadership with hands-on workforce planning. The Executive Director will oversee recruiting, onboarding, employee relations, workforce deployment, payroll coordination, compensation, performance management, compliance, and long-term staffing strategy. The role requires someone who can build systems for a rapidly growing organization while still being willing to handle day-to-day workforce issues when necessary. Key ResponsibilitiesWorkforce Strategy & Planning Develop the company's overall workforce strategy in alignment with the CEO's growth and development plans. Forecast labor and staffing requirements for upcoming construction projects and business expansion. Determine when positions should be filled with full-time employees, part-time employees, temporary labor, independent contractors, or subcontractors. Maintain workforce plans by project, department, location, and anticipated start date. Identify staffing shortages before they interfere with construction schedules or company operations. Develop scalable staffing models capable of supporting multiple projects and markets simultaneously. Monitor labor costs and recommend ways to increase workforce productivity without sacrificing quality. Recruiting & Talent Acquisition Direct recruiting activities for corporate, administrative, construction, field, management, and executive positions. Establish recruiting pipelines for difficult-to-fill construction and skilled-trade positions. Oversee job postings, applicant screening, interviews, reference checks, offers, and pre-employment requirements. Maintain relationships with trade schools, workforce development organizations, recruiting platforms, staffing agencies, and community organizations. Establish hiring targets and recruiting deadlines based on project schedules. Develop systems that allow the company to quickly mobilize workers when new projects begin. Monitor recruiting performance, including time-to-hire, cost-per-hire, turnover, and staffing shortages. People Operations & Human Resources Lead the company's day-to-day Human Resources and People Operations functions. Develop and maintain employee policies, procedures, handbooks, organizational charts, and job descriptions. Manage employee onboarding, transfers, promotions, disciplinary actions, and separations. Oversee employee records and personnel documentation. Handle employee relations matters professionally and consistently. Establish processes for attendance, leave, workplace conduct, disciplinary actions, and employee complaints. Ensure employees understand company expectations, reporting relationships, and performance standards. Construction & Field Workforce Operations Coordinate closely with construction leadership regarding workforce requirements for active and upcoming projects. Maintain visibility into field staffing levels, crew sizes, supervisors, foremen, and project assignments. Assist management with moving labor between projects when necessary. Develop workforce deployment plans around project schedules. Monitor overtime, absenteeism, turnover, and productivity trends. Help ensure construction projects are appropriately staffed before mobilization. Maintain a pipeline of qualified workers who can be activated as projects increase. Payroll & Workforce Administration Provide executive oversight of payroll and workforce administration. Coordinate with payroll personnel and outside payroll providers to ensure accurate and timely payroll processing. Review payroll reports, labor hours, overtime, employee classifications, deductions, and payroll discrepancies. Establish appropriate payroll controls and approval procedures. Coordinate with Finance regarding payroll funding requirements and labor-cost forecasting. Monitor payroll expenses against project and departmental budgets. Ensure employee compensation changes are properly documented and approved. Compensation & Organizational Structure Develop compensation structures for corporate and field positions. Recommend salary ranges, hourly rates, bonuses, incentives, and other compensation programs. Conduct periodic compensation reviews. Maintain the company's organizational structure and reporting hierarchy. Develop career paths and advancement opportunities for high-performing employees. Recommend organizational changes as the company grows. Performance Management Establish company-wide performance management standards. Develop performance review processes for employees and managers. Work with department leaders to establish measurable performance expectations. Identify high-performing employees for advancement and leadership development. Develop corrective-action and performance-improvement procedures for underperforming employees. Monitor employee retention and recommend strategies for reducing unnecessary turnover. Training & Workforce Development Develop employee orientation and training programs. Coordinate required safety, compliance, leadership, and job-specific training. Establish leadership development programs for supervisors, foremen, managers, and future executives. Identify employees capable of advancing into supervisory and management positions. Build internal talent pipelines to reduce dependence on outside recruiting. Compliance & Risk Management Maintain HR practices consistent with applicable federal, state, and local employment requirements. Coordinate employment compliance matters with legal counsel and other professional advisors when appropriate. Oversee proper worker classification and employment documentation. Maintain procedures for workplace investigations and employee complaints. Coordinate workers' compensation, unemployment claims, and employment-related documentation as assigned. Maintain confidential employee information and establish appropriate access controls. Leadership & Management Serve as the senior executive responsible for People Operations and workforce strategy. Advise the CEO regarding staffing, compensation, organizational structure, employee relations, and workforce risk. Manage and develop the People Operations/HR team. Establish priorities and performance expectations for HR, recruiting, payroll, and workforce operations personnel. Hold managers accountable for following company workforce policies. Build a professional, accountable, performance-driven company culture. Participate in executive leadership and strategic planning meetings. Key Performance Indicators Performance in this position should be measured using clear operational metrics, including: Time-to-fill open positions Employee turnover and retention Construction workforce availability Percentage of projects fully staffed before mobilization Payroll accuracy Overtime levels Labor cost versus budget Employee attendance Recruiting pipeline strength Onboarding completion Employee performance-review completion Workforce productivity HR compliance Leadership succession readiness

Qualifications Preferred Education:

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Management, or a related field. Equivalent senior-level Human Resources and workforce management experience may be considered in place of a degree.

Preferred Experience:

7+ years of progressive HR, People Operations, workforce management, or talent leadership experience. 3+ years in a senior management or director-level position. Experience managing employees across multiple departments or locations. Construction, real estate development, logistics, manufacturing, skilled trades, or other labor-intensive industry experience strongly preferred. Experience building HR systems for a growing organization preferred. Experience supervising recruiting, payroll, and HR personnel. Required Skills The successful candidate should demonstrate: Strong executive leadership and judgment Workforce planning and forecasting Recruiting and talent acquisition Construction/field workforce understanding Employee relations Compensation planning Payroll oversight Performance management Organizational development Employment compliance knowledge HR systems and technology Budget and labor-cost management Conflict resolution Confidentiality and discretion Strong written and verbal communication Ability to operate effectively in a fast-growing environment Leadership Expectations This position is expected to operate as a business executive first and HR professional second . The Executive Director must understand that workforce decisions directly affect project schedules, construction costs, profitability, and the company's ability to grow. The successful executive will be expected to anticipate workforce problems rather than simply respond to them after they occur. The position requires someone who can move comfortably between executive-level strategy and hands-on execution. Authority Within company policies and approved budgets, the Executive Director may: Direct People Operations personnel. Approve routine recruiting activities. Recommend hiring, compensation, promotion, discipline, and termination decisions. Establish HR procedures and internal controls. Coordinate workforce deployment with department leadership. Negotiate with staffing and recruiting vendors within authorized limits. Escalate significant employment, payroll, compliance, or workforce matters directly to the CEO. Major executive hiring decisions, significant compensation changes, organizational restructuring, and other material workforce decisions remain subject to CEO approval. Overall Mission Build, organize, deploy, and retain the workforce necessary to execute the company's growth strategy while maintaining disciplined labor costs, strong accountability, regulatory compliance, and a high-performance culture.

Pay:

From $57,000.00 per year

Benefits:

401(k) Dental insurance Health insurance Life insurance Paid time off Parental leave Retirement plan Vision insurance

Education:

High school or equivalent (Preferred)

Experience:

Human resources: 1 year (Preferred)

Language:

English (Required)

Location:

Birmingham, AL 35203 (Required) Shift availability: Day Shift (Required) Ability to

Commute:

Birmingham, AL 35203 (Required)

Work Location:

In person