Bassett Mechanical is a 3rd generation family-owned company that provides custom-built industrial refrigeration, HVAC, plumbing, metal fabricating and preventative maintenance service solutions to customers throughout the United States and the world. It is not only a great place to grow and thrive in your career. It is a place to truly belong. As a member of the Bassett Mechanical Team, you'll enjoy a competitive compensation and benefits package and many professional growth opportunities. From the moment you're hired, to the day you retire, you're a part of our Bassett Mechanical Team.
Position Purpose
The Director of Human Resources is a strategic and operational leader responsible for managing and advancing key HR functions across the organization. The role designs and monitors employee lifecycle touchpoints in all areas of HR including workforce planning, succession management, talent acquisition, onboarding, performance and talent management, compensation, regulatory compliance, policies, benefits, wellness, HR systems, and workplace culture initiatives.
The Director serves as a trusted advisor to company leadership and an advocate for employees. The Director of HR is responsible for leading the HR strategies that advance business goals while fostering a positive and high-performance culture. This role leads members of the HR and administrative team and collaborates closely with division managers and business leaders across the company.
Position Responsibilities
- Talent Acquisition & Onboarding
- Designs and manages company talent acquisition and onboarding processes to hire highly performing associates.
- Participate in recruiting, interviewing, and onboarding processes as needed.
- Performance & Talent Management
- Lead the organization’s employee performance management process, providing training, resources, and support for effective implementation.
- Ensure performance and talent management systems foster growth via feedback and development pathways.
- Serve as a coach and mentor for managers and supervisors, particularly those new to leadership roles.
- Ensure performance expectations are clearly communicated, and employees receive coaching, recognition, and development opportunities.
- Develop and track key performance metrics, including timely completion of appraisals and effectiveness of performance initiatives.
- Collaborate with market segment teams (e.g., Refrigeration) on development and performance-related initiatives such as the Bassett Leadership Academy.
- Workforce Planning & Succession Management
- Lead long-term workforce planning that enables the business strategy.
- Develop succession plans for key roles.
- Compensation
- Manage the company’s salary grade structure, ensuring competitiveness and internal equity.
- Advise managers on compensation decisions, including those outside typical ranges.
- Conduct salary benchmarking and research as needed for new or evolving roles.
- Perform bi-annual market reviews and recommend cost-of-living adjustments or structure changes as necessary.
- Benefits & Self-Funded Insurance Oversight
- Oversee administration and strategic planning of the organization’s self-funded health insurance plan.
- Serve as primary liaison with third-party administrators (TPAs), benefits brokers, and stop-loss carriers.
- Monitor plan performance, claims trends, and funding requirements to ensure cost-effectiveness and compliance.
- Educate employees on benefit offerings, claims processes, and wellness incentives.
- Analyze annual utilization data and recommend plan design changes to enhance coverage while managing costs.
- Collaborate with Finance to forecast and manage the benefits budget, including funding levels and reserves.
- Ensure compliance with all applicable laws and reporting requirements (e.g., ACA, ERISA, HIPAA).
- Employee Experience
- Lead employee relations, experience & engagement efforts, promoting a positive and inclusive workplace.
- Advise and coach managers on employee relations issues, leveraging tools such as DISC and TriMetrix assessments.
- Assist the CHRO in identifying and addressing workplace trends or employee concerns.
- Support the communication and consistent implementation of HR policies and practices.
- Company Culture & Wellness
- Lead the Workplace Culture Committee, setting priorities and driving implementation of culture initiatives.
- Oversee wellness programs and initiatives to support employee health and wellbeing.
- Coordinate employee surveys and other tools to assess and strengthen company culture.
- Champion programs that drive collaboration, morale, belonging and company pride.
- HR Technology & Systems
- Evaluate, implement & maintain HR tech solutions.
- Drive digital transformation initiatives within HR processes.
- Team Leadership & Administrative Oversight
- Supervise and mentor HR team and Administrative team.
- Provide development opportunities, feedback, and performance guidance for direct reports.
- Ensure alignment of administrative support with organizational needs.
- Additional Responsibilities
- Complete special projects for the CHRO, including research, planning, and implementation recommendations.
- Leads improvement processes, programs & projects.
- Maintain current knowledge of HR best practices, legal requirements, and industry trends.
- Maintain & communicate HR metrics that reflect the value and effectiveness of HR services.
- Promote and support a safe, lean, and productive working environment.
- Collaborate on HR aspects of emergency preparedness and crisis response.
- Engages team members and provides input to the executive leadership team to drive long-term planning.
- Focus on improving organizational capability cross-functionally.
- Ensures HR programs are within designated budget.
- Perform other duties assigned by the CHRO.
Summary of Skills, Knowledge and Abilities
- Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree or MBA preferred)
- SHRM-SCP, SPHR, or equivalent HR certification strongly preferred
- 8+ years of progressive HR experience,
- Proven knowledge of employment law, HR policies, and best practices
- Strong leadership, communication, and interpersonal skills
- Experience with change management and organizational transformation
- Demonstrated success in strategic planning and execution
- Proficiency in HRIS systems and data-driven decision-making
- Key Competencies:
- Agility
- Analytical Thinking
- Collaboration
- Communication
- Confidentiality
- Continuous Learning
- Cross-Functional Leadership
- Deep Functional Technical Knowledge (Expert)
- Drives Results
- Emotional Intelligence
- Engagement
- Growth Mindset
- Influence
- Initiative
- Inspires Others
- Integrity & Trust
- Leadership
- Negotiation
- Problem-Solving
- Process Leadership
- Self-Motivated
- Strategic Thinking
Direct Reports
- Sr. HR Generalist
- HR Generalist
- Sr. Talent Acquisition Specialist
- Talent Acquisition Specialist
- Administrative Support team (3)
- Front desk receptionist
- Leadership & Marketing Administrative Coordinator
- Administrative Support Specialist
