Mechanical Quality Control Manager

The Executive Director of Human Resources serves as a strategic leader responsible for developing and executing people strategies that support the organization's business objectives, culture, and long-term growth. This role partners closely with executive leadership to attract, develop, engage, and retain a high-performing workforce while ensuring effective human resources operations, regulatory compliance, and organizational effectiveness.

The Executive Director of Human Resources provides leadership across all areas of human resources, including talent acquisition, employee relations, leadership development, compensation and benefits, workforce planning, HR technology, and change management. This role fosters a high-performing workplace that supports employee success and organizational growth.

CWC Leadership Competencies

• Visionary: Consistently articulates a clear and compelling picture of the future that motivates and guides others toward long-term goals.
• Influential: Effectively persuades and inspires others by building strong relationships and presenting ideas with clarity and conviction.
• Composed: Maintains focus, clarity, and emotional control under pressure, enabling effective decision-making and steady leadership in high-stress or uncertain situations.
• Team Focused: Actively contributes to a collaborative environment, valuing shared successes and supporting team cohesion and performance.
• Committed to Personal Development: Demonstrates a proactive approach to learning and growth by seeking feedback, embracing challenges, and enhancing personal effectiveness.

Key Responsibilities

Strategic Leadership & Organizational Growth

• Serve as a strategic advisor to executive leadership on workforce planning, organizational effectiveness, talent strategy, and people-related business decisions.
• Partner with executive leadership to assess organizational capability, identify future talent and leadership needs, and develop scalable organizational design, workforce planning, succession, and Human Resources infrastructure and strategies that support long-term growth and organizational effectiveness.
• Align Human Resources strategies, programs, and initiatives with organizational objectives and long-term growth plans.

Talent, Leadership & Workforce Development

• Oversee talent acquisition efforts to attract, select, and onboard high-performing employees across all levels of the organization.
• Develop and execute succession planning, talent management, and leadership development strategies that strengthen organizational capability, build leadership bench strength, and support long-term business continuity.
• Partner with leaders to identify workforce, competency, and skills gaps and implement effective development solutions.

Human Resources Operations & Leadership

• Provide leadership and direction to the Human Resources team, ensuring operational excellence and continuous professional development.
• Serve as a trusted advisor to leaders across the organization, providing guidance on employee relations, leadership effectiveness, team development, organizational change, performance management, workplace investigations, and employee-related challenges.
• Ensure compliance with all applicable federal, state, and local employment laws and regulations and mitigate organizational risk through sound Human Resources practices.
• Develop, implement, and maintain Human Resources policies, procedures, and programs that support business objectives and a positive employee experience.

Compensation, Benefits & Human Resources Systems

• Develop, implement, and continuously evaluate the organization's compensation and total rewards strategy, including salary administration, incentive compensation programs, market benchmarking, pay equity, and benefits design, to ensure competitiveness, retention, and alignment with business objectives.
• Partner with the Director of Finance and external compensation consultants to support the annual Compensation Committee process, including compensation analysis, market benchmarking, and recommendations related to senior leadership compensation.
• Provide strategic oversight of the organization's self-funded health and welfare plans, including vendor, broker, and captive relationships.
• Leverage workforce analytics, Human Resources technology, and key performance metrics to drive informed decision-making, improve organizational effectiveness, and optimize Human Resources operations.

Culture, Change & Employee Engagement

• Lead organizational change initiatives and support leaders through periods of growth, transformation, and business evolution.
• Foster a culture that promotes employee engagement, accountability, collaboration, inclusion, and high performance.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field; equivalent combination of education and experience may be considered.
• 10+ years of Human Resources experience, including at least 5 years in a leadership role.
• Demonstrated ability to build and scale Human Resources functions in growing organizations, balancing strategic leadership with hands-on execution.
• Demonstrated experience supporting organizations through periods of significant growth, leadership transition, organizational restructuring, or cultural transformation, including the development of scalable talent, leadership, and organizational systems.
• Demonstrated experience developing leadership development, succession planning, or talent management programs that support organizational growth.
• Experience supporting organizations of comparable size and complexity, including organizations experiencing significant growth, succession planning, or organizational transformation.
• Strong knowledge of federal, state, and local employment laws and regulations.
• Experience leading talent acquisition, employee relations, compensation, benefits, performance management, and talent development programs.
• Experience managing HR budgets, vendor relationships, and benefit programs.
• Strong analytical, problem-solving, communication, and leadership skills.

Preferred Qualifications

• SHRM- SCP or SPHR certification or ability to obtain certification within 12 months of hire.
• Experience in construction, engineering, real estate development, professional services, or related industries.
• Experience overseeing self-funded health plans and captive insurance programs.

Wage Transparency

In accordance with the Maryland Wage Transparency Law, the base salary range for this position is: $175,000.00 - $225,000.00

Coakley & Williams Construction offers a comprehensive total compensation and benefits package that includes health, dental and vision coverage, employer-matched 401(k), paid time off and holidays, performance-based bonuses, wellness program, and other voluntary benefits and leave types. The determination of salary is based on the candidate's individual professional experience, qualifications, education, skills, and training.

Job Demands

Individuals should be able to reach above and below, stoop and bend, sit, walk, and stand. Individuals should also be able to lift, carry and/or moving items up to 50lbs. May be exposed to heavy machinery/equipment, hazardous chemicals and extreme weather conditions. Minimum of 40 hours per week required. Works hours will vary depending on project specifications and may involve weekends and night work.

Additional Note

The above statements are intended to describe the general nature and level of the work required. They are not exhaustive lists of all duties, responsibilities, knowledge, skills, abilities, physical job demands, or working conditions associated with the job. Successful candidates will seek additional responsibilities and opportunities to grow their skills in support of the company's goals.

Coakley & Williams Construction is an Equal Opportunity and Affirmative Action Employer committed to diversity and inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to sex, race, color, age, national origin, religion, physical and mental disability, genetic information, marital status, sexual orientation, gender identity/assignment, citizenship, pregnancy or maternity, protected veterans' status, or any other status prohibited by applicable national, federal, state, or local law. Coakley & Williams promote a drug-free workplace.