HR Director at KR Wolfe in Remote

Company Overview

KR Wolfe, Inc. is a dynamic, growing company dedicated to making the equipment and technology of tomorrow work today. We deliver specialized installation, integration, field service, and renovation services to create and maintain advanced environments and systems, primarily for healthcare, education, commercial, and government sectors. Guided by our Vision to be the company of choice based on quality, value, and customer service, we embody SPIRIT (Spreading Positivity, Initiating Relationships, and Inspiring Teamwork) in everything we do. Our Core Values—QUEST (Quality, Understanding & Care, Exceptional Service, SPIRIT, Trust & Integrity)—drive us. In Human Resources, we build a thriving, high-trust culture by aligning exceptional talent with meaningful, high-stakes work. _________________________________________________________________________ Role Summary

The HR Director will lead the HR function, overseeing a team responsible for talent acquisition, employee relations, compliance, performance management, and employee engagement. This role is pivotal in addressing immediate priorities such as organizational restructuring, key leadership hiring, compliance, and strategic initiatives. Reporting directly to the COO, the HR Director will ensure HR operations align with organizational goals, foster a high-performing culture based on SPIRIT and QUEST values, and drive workforce dominance through the three strategic pillars: Geographic Dominance, Skill Dominance, and Utilization Dominance. The HR Director will manage direct reports, leading and strategically designing the team. _________________________________________________________________________ Key Responsibilities

• Strategic Leadership and Alignment: Lead HR initiatives to support the 2026 Playbook, including building regional workforce depth, establishing technician tiers with transparent roadmaps and career pathing, and achieving company metrics such as high billed utilization, high retention, and high revenue per employee. Collaborate with executive leadership on policy standardization and rollout, new initiatives, and alignment with divisional objectives.
• Talent Acquisition and Onboarding: Oversee the recruitment team in managing end-to-end talent acquisition processes, including sourcing, screening, interviewing, offer creation, and onboarding for roles across divisions. Guide the development and implementation of hiring strategies, such as skill requirements, culture assessments, and scorecards to attract and retain talent. Set goals for job postings, requisitions, status tracking, and standard operating procedures; track team performance and step in on high-stakes hires to ensure optimal outcomes. Ensure compliance standards are met, such as no employee starting without completed onboarding, including credentials, I-9 verification, E-Verify setup, and handbook signatures.
• Employee Relations and Performance Management: Supervise the handling of investigations, complaint resolutions, conflict mediation, and separations by the team. Oversee the administration of performance reviews, including annual manager reviews and QUEST reviews. Promote a culture of radical candor and high-frequency feedback by setting team accountability measures and tracking timely completions. Guide the management of disciplinary notices, exit interviews, and LOA reviews while directing initiatives to foster engagement through recognition programs and discretionary bonuses; assist in complex or high-impact cases.
• Compliance, Audits, and Risk Management: Direct the team’s efforts to ensure adherence to federal, state, and local regulations across multi-state operations. Lead the planning and oversight of audits. Guide the development and updating of policies, handbooks, and safety programs. Manage the assignment of risk refresher trainings and reporting of accidents, holding the team accountable for outcomes and stepping in for high-risk matters. Oversee management of workforce requirements for federal contracts and drive 100% credentialing compliance.
• Benefits Administration: Oversee employee benefits programs, including benefits deductions, Paid Time Off and compensation increases. Lead updates to QuickBase for unlimited PTO tracking and health renewals. Collaborate with Accounting and executive leadership on equitable, performance-based compensation models and address historical compliance-related issues.
• Total Rewards and Compensation Modeling: Design and implement comprehensive total rewards strategies, including compensation models, benefits packages, incentives, and recognition programs, to attract, motivate, and retain top talent while aligning with organizational goals and fostering a high-trust culture; conduct market analysis, benchmarking, and internal equity reviews using external data sources and internal metrics to develop equitable, performance-based structures for diverse roles across divisions; collaborate with finance, executive leadership, and divisional stakeholders to ensure total rewards align with budget constraints, support revenue objectives, drive employee engagement and accountability, and address compliance requirements, such as prevailing wage for federal contracts.
• Workforce Planning and Development: Partner with Divisions on organizational design, change management, and workforce needs. Drive technician engagement, credentialing, and training. Create process playbooks, escalation processes for violations, and dashboards for HR metrics. Direct succession planning and leadership development, including identifying high-potential employees through assessments and creating development paths for key roles to support internal promotions and long-term growth.
• HR Metrics, Analytics, and Reporting: Lead the creation and analysis of HR metrics, analytics, and reporting, including advanced dashboards for predictive insights on turnover, utilization forecasts, and ROI on training initiatives. Hold the team accountable for data-driven decisions, integrating with systems like QuickBase to inform strategic workforce planning and track Playbook KPIs.
• Vendor and Partner Management: Supervise relationships with external HR vendors and partners, such as benefits brokers, legal counsel, recruitment agencies, and training platforms. Negotiate contracts, evaluate performance, and ensure alignment with company goals to optimize resources and control costs.
• Employee Wellness and Mental Health Programs: Oversee initiatives to support employee wellness and mental health, stress management resources tailored for field technicians, and wellness challenges integrated with safety programs. Track participation and impact on engagement and retention to prevent burnout in high-demand roles.
• Budgeting and Resource Allocation for HR: Develop and manage the HR department budget, allocating resources for training, technology enhancements, and team expansion. Ensure cost-effective outcomes that support revenue goals and hold teams accountable for efficient use of funds.
• Team Management and Development: Manage and develop direct reports. Align team on weekly priorities, celebrate wins, and conduct HR meetings. Oversee HR technology (e.g., QuickBase, ATS) performance, issue logging, and enhancements.
• Special Projects and Change Management: Address urgent priorities such as asset retrieval from exited employees, system implementations, insurance requirements, and legal reviews. Plan engagement activities, policy rollouts, and training. Prepare weekly HR metrics/dashboards and host division/HR meetings. Guide HR’s role in organizational changes (e.g., Field Division restructure). Supervise communication plans and support for affected employees to ensure smooth transitions and maintain trust.

_________________________________________________________________________ Qualifications

• Education and Experience: Bachelor’s degree in HR, Business Administration, or related field required; Master’s degree or HR certification (e.g., SHRM-CP/SCP, PHR) preferred. 7+ years of progressive HR leadership experience, preferably in a multi-state, technician-heavy industry (e.g., construction, field services, healthcare, or technical services).
• Skills and Competencies: Proven expertise in compliance, audits, and risk management; strong knowledge of labor laws. Experience with HRIS systems (e.g., QuickBase, ATS platforms). Excellent interpersonal skills for mediation, coaching, and building trust. Strategic thinker with ability to align HR with business goals, handle high-risk terminations while hiring top leadership talent, and drive cultural change. Data-driven, with proficiency in metrics/dashboards for utilization and performance.
• Personal Attributes: Resilient in fast-paced environments. Committed to workforce dominance, with courage to hire ahead, invest in training, and make tough decisions while embodying SPIRIT and QUEST values.

Reporting Structure

• Reports to: COO

_________________________________________________________________________ Impact This role will drive strategic HR initiatives, ensure compliance and safety in technician-heavy divisions, reduce attrition, and support revenue growth through workforce dominance. By addressing organizational restructure, key leadership hiring, compliance risks, and operational efficiencies, the HR Director will enable KR Wolfe to dominate markets, achieve high billed utilization, low turnover, high retention, and high revenue per employee, and foster a proud, versatile workforce aligned with core values. _________________________________________________________________________ Location and Compensation

• Location: Flexible; open to fully remote for exceptional candidates, or office-based in Incline Village, Nevada or Phoenix, Arizona.
• Benefits: Medical, dental, and vision, 401K with company match, unlimited PTO.