HR Director

Vaco; Indianapolis (IN); On-site; USD 110,000 - 170,000; Full time

Job summary

Vaco is seeking an experienced HR Director in the Indianapolis area to lead and scale a dispersed HR organization during periods of growth and change. You will partner with senior leadership to design and implement people programs, policies, and processes that support the business.

The ideal candidate will have experience in blue-collar or field-based environments and a track record of building scalable HR practices across multiple locations, including change management and talent development

Qualifications

• Experience leading HR for large, geographically dispersed teams.
• Proven track record in acquisitions and organizational integrations.
• Strong partnership with senior leadership to drive HR strategies.

Responsibilities

• Lead, coach, and develop HR leaders and teams across multiple locations.
• Drive organizational integration workstreams during acquisitions, aligning policies and systems.
• Lead performance and talent management programs with accountability and clear expectations.
• Provide guidance on complex employee relations and ensure consistent investigations and documentation.
• Oversee recruiting and onboarding strategies to scale across locations.
• Drive HR process improvements, standardization, and analytics across the org.

Skills

Leadership

Change management

Strategic HR

Talent development

Employee relations

HR systems

Job description

A growing, multi-location organization is seeking an experienced HR Director to help strengthen and scale its Human Resources function during a period of continued growth and organizational change.

This is a highly visible leadership opportunity for an HR professional who thrives in fast-paced environments, enjoys building structure through change, and wants to play a meaningful role in shaping an evolving organization.

The HR Director will provide operational leadership across key HR functions while partnering closely with senior leadership to ensure people programs, processes, and policies effectively support the business.

The ideal candidate will bring experience supporting a large, geographically dispersed, blue-collar or field-based workforce and understand the unique HR challenges associated with operational environments. Experience within construction, manufacturing, skilled trades, field services, utilities, transportation, distribution, industrial services, or a similar labor-intensive environment is strongly preferred.

Location: Indianapolis, IN area. Primarily onsite with occasional travel to other company locations.

Key Areas of Responsibility

HR Leadership & Team Development

• Lead, coach, and develop HR leaders and team members.
• Establish clear priorities, expectations, and accountability across the HR function.
• Build consistency in HR practices and service delivery across multiple locations and business units.
• Partner with leadership on organizational change and talent initiatives.
• Promote a culture of accountability, continuous improvement, and strong HR partnership.
• Develop scalable HR practices that can effectively support continued organizational growth.

Organizational Integration

• Lead the HR workstream associated with acquisitions and organizational integrations.
• Develop and execute structured plans to successfully integrate employees, policies, systems, and HR processes.
• Partner cross-functionally with Payroll, Benefits, Legal, IT, Finance, Operations, and other business functions.
• Support employee communications and change-management efforts throughout periods of transition.
• Help establish repeatable and scalable processes for future integrations.
• Balance the need for organizational consistency with the unique workforce considerations of newly integrated businesses.

Performance & Talent Management

• Lead and continuously improve performance management programs and processes.
• Partner with business leaders to establish clear performance expectations and accountability.
• Support talent reviews, succession planning, promotions, and other workforce planning initiatives.
• Help identify and develop high-potential employees and leaders throughout the organization.
• Provide leadership with actionable insights regarding workforce performance and talent needs.

Employee Relations & Workforce Support

• Provide leadership and guidance on complex employee relations matters.
• Ensure consistent investigation, documentation, and escalation practices.
• Support employee engagement, retention, and workplace culture initiatives.
• Help develop consistent HR practices across multiple business units and locations.
• Partner effectively with both corporate leadership and frontline/field operations.
• Develop practical HR solutions that work within fast-paced, operational and blue-collar work environments.
• Build credibility with employees and managers at all levels of the organization.

Talent Acquisition & Onboarding

• Provide leadership and oversight for recruiting and onboarding programs.
• Improve the effectiveness and consistency of the hiring and new-hire experience.
• Partner with business leaders on workforce planning and talent strategies.
• Identify opportunities to improve hiring quality, recruiting efficiency, and early-tenure retention.
• Ensure recruiting and onboarding practices can scale effectively across multiple locations and employee populations.

HR Operations, Systems & Analytics

• Drive HR process improvement, standardization, and scalability.
• Strengthen utilization of HR technology, reporting, and workforce analytics.
• Establish meaningful HR metrics and use data to support business and workforce decisions.
• Identify opportunities to improve HR service delivery across a growing organization.
• Ensure policies, processes, and HR systems are implemented consistently across the organization