<p>Job Title: Director of Human Resources, Employee Relations, and Training & Development</p> <p>Department: Human Resources</p> <p>Location: Albany, NY</p> <p>Employment Type: Full-Time</p> <p>Reports To: Chief Human Resources Officer</p> <p>FLSA Status: Exempt (Salaried)</p> <p>Schedule: M-F, 7:30 a.m.-5:00 p.m.</p> <p>Salary Range: $125,000-$175,000</p> <p>About Us:</p> <p>For over 30 years, Carver Companies has been a leading provider of construction materials,</p> <p>marine transportation, and infrastructure services across the East Coast. With operations in</p> <p>New York, South Carolina, and Canada, our fundamental belief has been to provide</p> <p>unparalleled service to all while maintaining our values of honesty and integrity both on land</p> <p>and sea.</p> <p>Strategic HR Leadership</p> <ul> <li>Develop and execute an HR strategy that aligns with Carver Companies' business </li></ul> <p>objectives across all U.S. and Canadian operations.</p> <ul> <li>Serve as a strategic advisor to senior leadership on workforce planning, organizational </li></ul> <p>development, and talent management.</p> <ul> <li>Proactively identify and implement HR initiatives that support company growth, </li></ul> <p>operational excellence, and employee engagement.</p> <ul> <li>Use HR metrics and employee feedback to inform decisions on culture, retention, </li></ul> <p>training, and organizational effectiveness.</p> <p>Employee Relations, Culture, and Engagement</p> <ul> <li>Serve as a senior-level resource for complex employee relations matters, providing </li></ul> <p>guidance to leaders on investigations, corrective action, performance improvement, and</p> <p>conflict resolution.</p> <ul> <li>Oversee and as needed, conduct thorough, timely, and well-documented investigations </li></ul> <p>into employee concerns, policy violations, and workplace issues, ensuring fairness,</p> <p>consistency, and legal compliance.</p> <ul> <li>Coach managers and supervisors on effective people leadership, including feedback </li></ul> <p>conversations, progressive discipline, performance documentation, and respectful</p> <p>workplace behaviors.</p> <ul> <li>Partner with leadership to shape and reinforce a culture of trust, accountability, safety, </li></ul> <p>and inclusion across all locations.</p> <ul> <li>Design and implement engagement strategies and action plans, including pulse surveys, </li></ul> <p>focus groups, and follow-up initiatives to improve morale, retention, and</p> <p>communication.</p> <ul> <li>Serve as an escalation point for sensitive matters, helping to balance employee needs </li></ul> <p>with operational and legal requirements.</p> <p>Talent, Learning, and Development</p> <ul> <li>Oversee recruitment strategies to attract and retain top talent, with a focus on </li></ul> <p>industrial and skilled labor markets.</p> <ul> <li>Develop and manage a comprehensive training and development framework for all </li></ul> <p>levels of the organization, including front-line employees, supervisors, and leaders.</p> <ul> <li>Build and maintain an annual training calendar that includes onboarding, safety, </li></ul> <p>compliance, technical skills, and leadership development programs.</p> <ul> <li>Partner with operations and safety teams to ensure robust onboarding and ongoing </li></ul> <p>training programs for field, shop, marine, and office-based employees.</p> <ul> <li>Design and/or deliver training modules on key HR topics (e.g., harassment prevention, </li></ul> <p>respectful workplace, performance management, coaching skills, conflict resolution,</p> <p>progressive discipline).</p> <ul> <li>Lead performance management and employee development programs that foster </li></ul> <p>growth, accountability, and leadership readiness, including goal setting, evaluations, and</p> <p>development plans.</p> <ul> <li>Develop workforce development programs and pipelines, including partnerships with </li></ul> <p>trade schools, unions (if applicable), and local educational institutions across all regions.</p> <ul> <li>Drive diversity, equity, and inclusion (DEI) initiatives, including awareness training and </li></ul> <p>inclusive leadership practices, to promote an inclusive and supportive workplace.</p> <p>Compliance and Risk Management</p> <ul> <li>Ensure compliance with federal, state, provincial, and local employment laws and </li></ul> <p>regulations in the U.S. and Canada.</p> <ul> <li>Develop, update, and communicate HR policies and procedures that support legal </li></ul> <p>compliance and industry best practices.</p> <ul> <li>Partner with operations leadership to promote a culture of workplace safety and </li></ul> <p>compliance, including training, corrective actions, and continuous improvement.</p> <ul> <li>Mitigate risk by ensuring appropriate documentation, consistent application of policies, </li></ul> <p>and timely escalation of high-risk issues to the CHRO and Legal.</p> <p>HR Operations and Process Improvement</p> <ul> <li>Lead and mentor the HR team across multiple locations, fostering a culture of </li></ul> <p>collaboration, service, and accountability.</p> <ul> <li>Evaluate and enhance HR systems, processes, and technologies to improve efficiency, </li></ul> <p>data accuracy, and decision-making.</p> <ul> <li>Oversee administration of compensation and benefits programs to remain competitive </li></ul> <p>within the industrial sector, while aligning with company budgets and pay practices.</p> <ul> <li>Standardize core HR processes (onboarding, offboarding, performance management, </li></ul> <p>investigations, corrective actions, and training documentation) across locations.</p> <p>Cross-Functional Collaboration</p> <ul> <li>Partner with senior leadership and operational teams to address workforce needs and </li></ul> <p>align HR strategies with business goals.</p> <ul> <li>Collaborate with Safety, Operations, Finance, and Legal to support organizational </li></ul> <p>initiatives and drive company-wide engagement and compliance.</p> <ul> <li>Work closely with site leadership teams to understand local dynamics and tailor </li></ul> <p>employee relations, training, and development support accordingly.</p> <p>Qualifications:</p> <ul> <li>Education: Bachelor's degree in Human Resources, Business Administration, </li></ul> <p>Industrial/Organizational Psychology, or a related field; a Master's degree or HR</p> <p>certification (e.g., SHRM-SCP, SPHR) is preferred.</p> <ul> <li>Experience: </li></ul> <p>o 8-10 years of progressive HR leadership experience, including 3-5 years</p> <p>managing HR teams in industrial, construction, manufacturing, maritime, or</p> <p>related sectors.</p> <p>o Demonstrated experience leading complex employee relations matters,</p> <p>including investigations, conflict resolution, and performance management.</p> <p>o Proven track record in designing, implementing, and measuring training and</p> <p>development programs for diverse employee populations and leaders.</p> <ul> <li>Leadership: Proven ability to lead multi-site HR teams, influence senior leaders, and </li></ul> <p>align HR initiatives with business strategy.</p> <ul> <li>Strategic Thinking: Experience developing and executing HR strategies that drive </li></ul> <p>business performance, culture, and employee engagement.</p> <ul> <li>Compliance Knowledge: Deep understanding of employment laws and regulatory </li></ul> <p>compliance in the U.S.; familiarity with Canadian employment standards and practices is</p> <p>strongly preferred.</p> <ul> <li>Communication: Strong interpersonal, facilitation, and communication skills, with the </li></ul> <p>ability to engage and influence stakeholders across regions and levels.</p> <ul> <li>Travel: Willingness and ability to travel domestically and internationally to support </li></ul> <p>Carver operations; a valid passport is required.</p> <p>Physical Requirements:</p> <ul> <li>Ability to perform occasional physical counts of assets, including lifting and moving </li></ul> <p>items up to 25 lbs.</p> <ul> <li>Ability to work at a desk or computer for extended periods. </li><li>Occasional travel may be required. </li></ul> <p>Additional Requirements:</p> <ul> <li>Must be authorized to work in the United States. </li><li>Consideration for employment in this role is contingent upon the successful completion </li></ul> <p>of all pre-employment requirements, including a background check, drug screen, and</p> <p>driving record review (if applicable).</p> <p>Work Environment:</p> <ul> <li>Work is primarily performed in a professional office setting with moderate noise levels </li></ul> <p>and controlled temperatures.</p> <ul> <li>Reasonable accommodations may be made to enable individuals with disabilities to </li></ul> <p>perform essential job functions.</p> <ul> <li>Standard business hours with extended hours as needed. </li></ul> <p>What We Offer:</p> <ul> <li>Paid Time Off </li><li>Comprehensive Medical, Dental, and Vision Insurance </li><li>Additional Coverage Through AFLAC </li><li>Company-Paid Holidays </li><li>401(k) with an 8% Match </li><li>Short-Term and Long-Term Disability </li><li>Group Life Insurance </li><li>Employee Assistance Fund </li><li>Emergency Service Worker Bonus </li><li>Employee Referral Bonus </li><li>15% Carhartt Discount for all employees - NY only </li></ul> <p>Employee and Compliance Information</p> <p>Carver Companies is an equal opportunity employer and does not discriminate based on</p> <p>race, color, religion, sex, national origin, disability, age, sexual orientation, gender</p> <p>identity, or any other protected status under federal, state, or local laws.</p> <p>Disclaimer</p> <p>This job description is intended to describe the general nature and level of work performed. It is</p> <p>not an exhaustive list of all duties, responsibilities, and qualifications required of employees</p> <p>assigned to this position.</p>