Chief Human Resources Officer

Park Capital Search; Illinois; On-site; USD 150,000 - 200,000; Full time

Job summary

Park Capital Search is seeking a Chief Human Resources Officer to lead the strategic HR initiatives for a rapidly growing industrial services company. This executive role is crucial for integrating divisions and establishing an efficient HR delivery model.

The ideal candidate will have extensive HR leadership experience and a proven ability to partner with executives. Responsibilities include defining organizational structures, assessing talent, and developing HR foundations necessary for sustained growth.

Qualifications

• Proven experience in strategic HR leadership roles.
• Strong understanding of organizational design and talent development.
• Ability to partner effectively with C-suite executives.

Responsibilities

• Lead the definition and execution of a unified organizational model.
• Design a scalable HR delivery model to support divisional operations.
• Assess leadership fit and build the organizational development function.

Job description

A high-performing, acquisitive industrial services company serving the process industries is executing one of the most ambitious growth agendas in its sector. With 30 sites nationwide, the business has scaled rapidly through acquisition and is now making the critical transition from a portfolio of founder-led regional businesses into a single, integrated enterprise. It has completed multiple acquisitions, with more on the horizon, and is now building the corporate foundation to match that ambition.

About the Role

The Chief Human Resources Officer is a newly elevated, business-critical role reporting directly to the President and partnering closely with the CFO and divisional leaders. This executive will own the full HR agenda to include organizational design, talent development, HR delivery model, and strategic people partnership, from the ground up.

Responsibilities

Drive the Integrated Organizational Model

• Lead the definition and execution of a unified, division-based organizational model across the enterprise's three operating divisions.
• Partner with business unit leaders to translate the operating model into clear structures, roles, and accountabilities across the enterprise.
• Bring strategic thought to organizational design, not only defining the future-state structure, but driving disciplined execution of the transition.

Build a Scalable HR Delivery Model

• Design and stand up a lean, best-practice HR delivery model supporting divisional operations while keeping the corporate function focused and efficient.
• Establish the HR foundation: talent acquisition, organizational development, performance management, and training, required for sustained, largely organic growth.
• Develop and mentor a team of three HR Business Partners (one per division) and the recruiting function.

Assess and Develop Talent

• Assess leadership team fit across roles and partner with the President to fill key corporate-level positions.
• Build the organizational development function with emphasis on talent growth, performance management, and training programs.
• Bring the courage to challenge business leadership on structure, team composition, and talent decisions, including candid evaluation of individuals.

Lead Strategic HR Business Partnership

• Serve as a true strategic partner to the President, CFO, and divisional leaders, modeling what world-class HR business partnership looks like.
• Benchmark and strategically evaluate compensation and benefits, building a scalable, cost-aware framework as the company grows.
• Support the shift toward organic growth by ensuring the organization has the talent, structure, and capabilities to deliver it.