Director of Human Resources

Title

Director of Human Resources

We are RMC

Interested in working for a company that is dedicated to serving communities through the restoration of homes and businesses? A company that provides opportunities for advancement while learning alongside a group of experienced, dedicated, skilled remediation leaders? Restoration Management Company is that company. Founded on the premise of hard work, dedication, and commitment to its employees, the expansion of our services throughout the Northwest, Southwest, and Central territory has only been possible through the growth, development, and advancement of our employees! Our family-owned business has been going strong for 40 years, and we wouldn't be here without the hardworking and dedicated team we're lucky to have. Are you ready to be a part of our journey!

Description

Pay Rate: $111,141.16 - $144,464.32

Branch Location: 3090 Independence Drive, Suite 200 Livermore CA 94551

Restoration Management Company expects each, and every employee to embrace and apply in their daily activities the following company CORE VALUES: Teamwork, Integrity, Quality, Humility and Safety. These, in addition to the requirements listed below, are essential to the success of your career with Restoration Management Company.

The Director of Human Resources leads the HR Business Partner (HRBP) function across RMC's 17-branch multi-state operation. This hands-on role ensures consistent, compliant, and high-quality HR practices through leadership of the HRBP team. The Director of HR translates HR strategy into scalable processes, standards, and expectations while aligning HR and Operations, overseeing leadership capability, employee relations, and compliance.

Reports to: VP of Human Resources/Safety

Key Responsibilities

Workforce Strategy & Organizational Alignment

• Lead workforce planning across all business units, partnering with Operations to forecast talent needs and identify gaps, ensuring alignment to operational demand, improving staffing accuracy, and reducing reactive hiring
• Conduct quarterly workforce reviews, providing visibility into headcount trends and talent risks, supporting better planning decisions and improving workforce stability across regions.

• Lead and manage the HRBP function by setting clear expectations, service standards, and execution guidelines, ensuring consistent and reliable HR support across all branches.
• Coach and develop HRBPs, holding them accountable for quality of recommendations, decision-making, and execution, improving consistency, confidence, and effectiveness of HR support.
• Conduct regular audits of HRBP work (ER cases, documentation, recommendations), identifying gaps, correcting inconsistencies, and ensuring compliance with company standards and legal requirements
• Translate HR initiatives into structured processes and tools, ensuring consistent execution and scalability across all regions

• Support the development and consistency of performance management practices across regions, guiding HRBPs in coaching leaders, improving leadership accountability and performance consistency
• Reinforce leadership expectations and frameworks, ensuring consistent application and improved team performance

• Legal Compliance & Guidance: Deep understanding of California and multi-state employment laws, regulations, and best practices; able to interpret, apply, and communicate legal requirements to leadership and HR teams, ensuring compliant day-to-day operations and providing proactive guidance and follow-up on employee relations, policies, and HR processes.
• Provide oversight and guidance on employee relations matters, including complex cases and investigations, ensuring fair, consistent, and compliant decision-making
• Establish and monitor documentation standards and review practices, reducing risk and improving audit readiness across multi-state operations

• Establish and reinforce standardized HR processes across branches, ensuring consistency, reducing variability, and improving compliance
• Identify breakdowns in execution, process gaps, and compliance risks, and drive corrective actions through HRBPs, ensuring issues are resolved and not repeated
• Maintain strong attention to detail across all HR practices, improving accuracy, reducing errors, and strengthening overall execution quality

• Support succession planning efforts and promotion readiness frameworks, helping build internal pipelines and reduce reliance on external hiring
• Partner with leadership to identify development opportunities, strengthening bench strength across key roles

• Support engagement and retention initiatives through HRBPs, leveraging feedback and data, improving engagement and reducing turnover
• Assist leaders in addressing team challenges, supporting workforce stability and performance

• Utilize HR data to identify trends and risks, supporting informed decision-making and improving workforce outcomes
• Monitor HR KPIs and provide insights, helping leadership track performance and identify areas for improvement

• Lead HRBP involvement in organizational changes, including restructuring and system implementations (ERP, HR systems), ensuring consistent adoption, minimizing disruption, and improving execution across branches
• Support leadership through change initiatives with structured communication and guidance, increasing adoption and reducing resistance across the organization

• 8+ years managing complex employee relations; 5-7 years in HR supervisory or functional management roles.
• Proven ability to influence, develop, and guide teams while driving organizational impact.
• Strong experience in strategic staffing, organizational development, and problem-solving.
• Proactive, high-energy, ethical, and results-driven; thrives independently and in fast-paced environments.

• Expertise in federal, state (including CA), and local employment laws.
• Practical experience across HR disciplines: compensation, performance management, diversity, employee relations, and organizational diagnosis.

• SPHR strongly preferred.
• SHRM-CP or SHRM-SCP preferred or obtainable within one year.
• Bachelor's degree.

• Strong attention to detail, organizational skills, and time management.
• Experience in process design, project management, and HR initiative execution.
• Data-driven, with ability to analyze HR metrics and present actionable insights.
• Knowledge of organizational hierarchy, roles, compensation, and administrative practices.

• Excellent verbal, written, and interpersonal skills.
• Experience training, presenting, and influencing across all levels of the organization.

• Proficient in Microsoft Office and HR systems/tools.

• Regulatory Requirements: Adhere to all local, state, and federal safety regulations, including OSHA and EPA standards.
• Personal Protective Equipment (PPE): Required PPE may include gloves, masks, goggles, hard hats, and safety footwear. All employees must wear PPE as required for their specific roles and job site conditions.
• Ergonomic Practices: Practice ergonomic principles to prevent musculoskeletal disorders. This includes proper desk setup, using adjustable chairs, and maintaining good posture while seated.
• Office Safety Protocols: Adhere to established office safety protocols to maintain a secure work environment. This includes the following guidelines for the proper use of office equipment and ensuring that workspaces are free from clutter to prevent trips and falls.
• Safety Training: Complete all mandatory safety training sessions, including but not limited to hazard communication, emergency response, and safe equipment handling.
• Reporting Safety Concerns: Ability to identify and immediately report any unsafe conditions, hazards, incidents or injuries to supervisors without fear of retaliation.
• Emergency Procedures: Familiarize yourself with emergency procedures relevant to your specific job site, including evacuation routes, and emergency contacts.

• Lifting and Carrying: Ability to lift and carry materials or equipment weighing up to 25 lbs. regularly and up to 50 lbs. with assistance.
• Physical Activities: Ability to perform tasks that require, walking, bending, reaching, crouching, kneeling, climb, squat, crawl, lift above shoulder, reach, and twist.

• Sitting and Standing: Prolongedsitting or standing required (in office, driving and/or at job sites). Regular alternating between sitting and standing
• Repetitive Motions: Continuous repetitive motion and tasks involving L/R hand movement (computer/mouse), wrists, or arms (e.g., typing, data entry).
• Machinery Operation: Capacity to operate machinery and tools as required by job tasks, which may involve fine motor skills and hand-eye coordination.
• Visual Ability: requirement for clear vision (e.g., close work, computer use, eye coordination)

• Indoor office setting for corporate roles, including working with standard office equipment (computers, phones, printers). May involve regular meetings, (in person or zoom) and collaboration with team members.

• Outdoor fieldwork at restoration sites, which may include residential, commercial, or industrial properties. Duties may involve exposure to different weather conditions (sun, rain, snow, heat).

• Potential exposure to hazardous materials, chemicals, or contaminants specific to restoration work, requiring strict adherence to safety protocols and use of PPE.
• Work after hours and weekends given our 24/7 business operations

• May include travel to and from job sites, requiring the use of company vehicles. Possibility of attending out-of-town training or conferences.