Company Description

RESPEC seeks an experienced Director of People & Culture located in one of our office locations based in Florida or South Dakota.

Founded in 1969, RESPEC is a global, 100 percent employee-owned consulting and services company dedicated to delivering innovative solutions to complex challenges for private and public clients. With offices in 15 U.S. states and 1 Canadian province, with influence extending to 50 countries worldwide, RESPEC is a leader in water, mining, energy, natural resources, and infrastructure services. Our six market sectors—Mining & Energy, Water, Facilities, Transportation, Development Services, and Data & Technology—reflect our expertise and commitment to excellence. We thrive on collaboration and partnership, applying advanced technology to achieve sustainable solutions and drive our projects forward. We are deeply invested in our employees’ success and well-being, fostering a supportive and innovative work environment where everyone can grow and contribute meaningfully. Our commitment to excellence is evident in our contributions to local communities and strategic alliances worldwide, ensuring that we continue to inspire and innovate in rapidly evolving technical environments.

We do not accept unsolicited resumes from third-party recruiters.

Job Description

The Director of People & Culturereports directly to the Chief Administrative Officer (CAO) and maintains close relationships with the Vice Presidents and Senior Vice Presidents across eight market sectors. The Director of People & Culture will have clear visibility into the company’s operations and executive management and partner with the CAO to carry out our vision. In doing so, this individual must lead the organization in being talent-focused and creating a diverse, inclusive, innovative, and collaborative workforce. Primary responsibilities include directing RESPEC’s talent management, development, and recruiting and potentially overseeing the remaining human resource (HR) functions.

Employee Leadership Representative: Understand RESPEC’s growth and operational strategy, as well as its PACT (Passion, Accountability, Caring, Teamwork) culture. Programs that are designed, recommended, and/or initiated by this individual and their team will represent RESPEC’s strategy and culture and continue to brand that strategy and culture through all of RESPEC’s people processes and initiatives.

Recruiting: Review actual and targeted demographics for RESPEC in partnership with market sector leaders and continuously develop a strategic approach to recruiting that builds a diverse, talented, and motivated workforce. The individual will lead RESPEC’s recruiting activities and programs to ensure the recruiting channels are optimized and the desired key talent is being sourced, placed, and hired. In the recruiting area, this individual will both direct and perform the responsibilities, while partnering, or cultivating an HR team that partners with the market sectors.

Employee Recognition and Performance: Work with senior management and committees comprising business unit personnel and continue to evolve RESPEC’s employee recognition programs that create a motivated and appreciated workforce. RESPEC uses monthly one-on-one employee feedback methods organizationally to drive growth and development through connectedness. This individual will direct and or actively contribute industry and best practice guidance to supervisors regarding individual employee performance conversations.

Talent Management: Partner with the market sectors and committees to provide direction to RESPEC’s current and future training/career development programs to ensure RESPEC employees are provided an environment for continual growth and development opportunities. This direction includes ensuring RESPEC employees are compensated competitively, performance feedback is optimized, have opportunities for professional/personal growth, and programs are in place to ensure RESPEC’s various geographies support its core values and RESPEC culture. In the talent management area, this individual will both direct and perform the responsibilities specific to employee experience through continuous improvement, consistent levels of quality service directly to employees but equally to market sectors while developing a cohesive team of accountable and proficient HR professionals. In addition, the successful candidate will demonstrate and embrace the energy levels needed to direct all and perform many of the recruiting and talent management programs and activities across RESPEC’s various locations across the U.S. and Canada.

HR Department Oversight: Outside of recruiting and talent management, RESPEC’s HR Operations Department manages the benefit programs, payroll and reporting, and HR related compliance. This individual may, over time, manage and direct the responsibilities of the HR team currently performing these tasks who currently reports through the CFO. Regardless, the CAO and the Director of People & Culture will work closely with the CFO to ensure proper oversight and division of responsibilities.

Qualifications

Required Qualifications:

5 years of experience leading the recruitment and talent management of a successful company of equal or greater size to RESPEC
Knowledge of HR laws and regulations

Preferred Experience/Skills:

Change management
People and relationship management
Written and oral communication
Team builder and collaborator
Generational and demographic intelligence
Business, budgeting, and financial savvy required to ensure the related programs are returning value to the company
Community/industry leadership
Experience in the consulting, engineering, and/or data management industries
Innovation and strategic vision for the company and HR

Other educational requirements, criteria, and certifications will be considered depending on the individual applicants received.

This individual is expected to travel relatively frequently to RESPEC’s various locations to perform the responsibilities effectively.

Suggested information outside of a resume includes example programs implemented at previous employers, example software or techniques implemented in recruiting at previous employers, example presentations given to management groups, or example marketing efforts targeted at specific demographics. During the evaluation process, downselected candidates will be expected to present their talents, experiences, familiarities with recruiting tools and software, and any other pertinent information to representatives of RESPEC’s executive management.

Additional Information

Compensation:

Salary depends on experience and expertise. Compensation includes a comprehensive fringe-benefits package.RESPEC is a 100 percent employee-owned company and employees are eligible for participation in the Employee Stock Ownership Plan (ESOP) after a qualifying period.

Featured benefits include:

Flexible Work Schedules
Paid Parental Leave
401(k) & ESOP(with company match up to 4%)
Professional Development and Training
Tuition Reimbursement
Employee Assistance Program
Medical/Dental/Vision Insurance Plans

All your information will be kept confidential according to EEO guidelines.

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Director of People & Culture