This isn't your typical Director of Human Resources role. We're not looking for someone to step into a polished HR environment - we're looking for a builder. This is an opportunity to create the foundation, structure, and strategy that will define HR for a growing organization. If you're energized by turning complexity into clarity, building scalable processes, driving meaningful change, and having a visible impact at the leadership level, you'll have the autonomy, executive partnership, and support to make your mark. Action Elevator, a growing Maryland-based elevator installation and service company, is at a pivotal moment. Transforming after a major acquisition in late 2025, we're building our HR infrastructure team from the ground up and are looking for an experienced HR leader to shape the strategy, systems, and culture that will support our next stage of growth. Working closely with our external HR consultant, Payroll Manager, and executive leadership team, you'll have the autonomy to create structure, drive compliance, develop scalable HR programs, and become a trusted business partner across the organization. This is an ideal opportunity for an experienced HR Director who thrives in ambiguity, undeterred by a challenging situation and possesses the skills and confidence to establish order, compliance, and culture where little formal HR structure currently exists. Position Summary As Action Elevator's first dedicated in-house HR leader, you'll have the opportunity to build and lead the entire HR function from the ground up. Reporting directly to senior leadership, design, implement and manage all human resources functions. Be responsible for assessing the current state of HR compliance, policies, and practices; identify and address gaps and risks; and establish the foundational systems needed to support a workforce of approximately 200+ union and non-union employees across installation, service, and administrative operations. A highly visible leadership role, this role requires equal parts strategic thinking, hands-on execution, and the interpersonal confidence to set appropriate boundaries, deliver difficult messages, and build trust across all levels of the organization — including field crews, supervisors, and executives. Qualifications

REQUIRED

Bachelor's degree in Human Resources, Business Administration, Organizational Management, or a related field with strong consideration for a Master's degree in related field and/or preferred certifications: SHRM-CP or

SHRM - SCP, PHR

(Professional in Human Resources) or SPHR (Senior Professional in Human Resources) — HRCI (Candidates actively pursuing certification considered).

REQUIRED

Proven experience building or rebuilding HR infrastructure in a small to mid-size company

REQUIRED

Proven experience supporting both union and non-union workforces in an HR leadership capacity, including interpreting collective bargaining agreements and partnering with union representatives.

• 8-10 years of progressive demonstrated exposure across multiple HR disciplines.
• Knowledge and/or experience working within payroll systems.
• Experience in construction, mechanical trades, field services, or a union environment strongly preferred.
• Experience managing HR through a merger, acquisition, or business integration strongly preferred.
• Demonstrated experience handling complex employee relations matters, including investigations and terminations.
• Working knowledge of

FMLA, FLSA, ADA, OSHA

recordkeeping, EEO, and applicable multi-state employment law. Skills & Competencies

• Demonstrated experience takes identifying priorities and taking initiative.
• Demonstrated experience establishing and enforcing policies and addressing boundaries appropriately and professionally.
• Demonstrated experience managing professional pressures including environments with ambiguity, competing priorities, and urgent situations without losing composure.
• Strong written and verbal communication skills to enable clear communications with various levels and verticals organizations including field crews, executives, and legal counsel alike.
• High degree of integrity, discretion, and professionalism.
• Proficiency with HRIS systems; experience selecting and implementing an HRIS ideal.
• Strong organizational skills with meticulous attention to compliance detail. Key Responsibilities Foundation Building & Compliance
• Conduct a full audit of current HR practices, documentation, personnel files, and compliance status within the first 60-90 days.
• Identify and remediate gaps in federal and state labor law compliance, including FMLA, FLSA, ADA, Title

VII, OSHA

recordkeeping, and applicable state employment laws

• Address and properly integrate the acquired workforce (October 2025 acquisition) and any future acquisitions, including FMLA successor-in-interest obligations, benefit alignment, and personnel file consolidation for 41 absorbed employees.
• Develop, implement, and enforce a comprehensive Employee Handbook and suite of HR policies that reflect current law and company values.
• Establish and maintain proper I-9, personnel file, and recordkeeping systems. Talent Acquisitions and Onboarding
• Build and manage a structured recruiting and onboarding process for field trades (elevator mechanics, apprentices, helpers) and administrative roles.
• Partner with union representatives and apprenticeship programs where applicable.
• Create onboarding experiences that set clear expectations from day one and reduce early turnover. Employee Relations and Culture
• Serve as the primary point of contact for employee concerns, complaints, and conflict resolution.
• Investigate employee relations matters thoroughly, objectively, and in accordance with legal and policy requirements.
• Establish a culture of accountability, respect, and open communication — while setting firm, consistent boundaries.
• Advise and coach supervisors and managers on handling performance issues, discipline, and terminations correctly and legally.
• Serve as a trusted and neutral resource for all employees across field and office functions. Performance Management
• Design and implement a structured performance evaluation process.
• Develop performance improvement plan (PIP) templates and guide managers through their use.
• Establish clear documentation standards for all disciplinary and performance actions. HR Administration & Systems
• Manage employee data, HRIS setup or optimization, and all HR reporting functions.
• Oversee benefits administration and serve as primary liaison with benefits brokers and carriers.

Pay:

Up to $150,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance Health insurance Paid time off Vision insurance Application Question(s): How many years of experience do you have supporting a union workforce?

Education:

Bachelor's (Required)

Experience:

Human resources management: 8 years (Required) Ability to

Commute:

Millersville, MD 21108 (Required)

Work Location:

In person