Human Resources Director

XL Construction•Milpitas, CA

14h

About The Position

Position at XL Industries Inc Summary: Reporting to the VP of Human Resources, the Human Resources Director provides strategic direction and operational oversight across core HR, Talent, and People Operations functions in support of Building US and XL Industries’ regional strategy. This role ensures the organization has the right people, capabilities, and leadership depth in place to deliver on growth, backlog, and project execution objectives. The Human Resources Director serves as a trusted advisor to senior leaders, elevating talent decisions from process-driven activity to business risk and opportunity management, while championing employee engagement, performance, and culture. Talent Strategy and Workforce Planning: Partner with business leaders and the Talent Acquisition Director to define short- and long-term talent needs aligned to growth plans, backlog, and project pipelines. Translate business strategy into actionable workforce plans including succession depth, critical role coverage, and bench strength for leadership, technical, and project-critical roles. Anticipate talent risks and capacity constraints and proactively develop mitigation strategies to support operational readiness. Succession Planning and Leadership Pipeline: Own and govern the succession planning framework for leadership and mission-critical roles. Facilitate annual and mid-year succession reviews with executive leadership, ensuring clear ready-now and ready-later pipelines. Identify high-potential talent and develop mitigation plans for single-incumbent and flight-risk roles to reduce continuity risk. Performance Management and Employee Relations: Design and govern the performance management philosophy, cadence, and tools, including coaching frameworks such as XCelerate Coaching. Ensure performance processes drive accountability, development, and meaningful differentiation of talent. Coach leaders on performance conversations, calibration, corrective action, and employee relations matters, ensuring outcomes inform pay, promotion, and development decisions in a consistent and compliant manner. High-Potential and Key Talent Programs: Define criteria and governance for high-potential and key talent identification. Monitor equity, consistency, and bias in talent decisions. Ensure development investments are focused on roles and talent segments that most directly impact business performance and future readiness. Learning and Development Alignment: Partner closely with the Learning and Development Director to ensure leadership and technical programs align with identified capability gaps, operational readiness needs, and future skill requirements. Sponsor leadership development for frontline leaders, project executives, and senior leaders, ensuring learning is practical, applied, and measurable. Career Pathing and Internal Mobility: Define and evolve career frameworks for leadership, technical, and professional tracks in partnership with the broader enterprise. Establish internal mobility processes that provide transparency around growth opportunities, readiness expectations, and decision-making criteria, strengthening retention and engagement. Talent Review, Calibration, and Insights: Lead division- and business unit-level talent review and calibration cycles to ensure consistency, fairness, and clear outcomes. Translate talent data into actionable decisions including role moves, development actions, and risk mitigation plans. Own key talent metrics such as bench strength, high-potential retention, performance distribution, and engagement metrics, using insights to challenge leaders and connect talent outcomes to business performance. Leader Capability and Accountability: Hold leaders accountable for developing their people, making timely and effective talent decisions, and addressing underperformance. Act as a thought partner and coach to senior leaders, shifting talent discussions from compliance and process to enterprise impact, risk management, and long-term value creation. People Operations Oversight: Provide strategic oversight of People Operations to ensure consistent, scalable, and employee-centered processes across the organization, including employee lifecycle operations, HR service delivery, HR systems and data governance, compliance and risk management, and policy and SOP development. XLI Core Competency Alignment: This role is expected to model and reinforce XL Industries’ core competencies, including We Not Me through enterprise-first decision making and collaboration, Go Beyond by anticipating talent risks and driving continuous improvement, and Be True by leading with integrity, transparency, and consistency in all people decisions. California Pay Transparency: In accordance with California law, the salary range for this position $179,487 – $224,359. Actual compensation will be determined based on experience, education, market conditions, internal equity, and the scope of responsibility aligned to the role.

Responsibilities

Provide strategic direction and operational oversight across core HR, Talent, and People Operations functions
Ensure the organization has the right people, capabilities, and leadership depth in place
Serve as a trusted advisor to senior leaders
Champion employee engagement, performance, and culture
Partner with business leaders and the Talent Acquisition Director to define short- and long-term talent needs
Translate business strategy into actionable workforce plans
Anticipate talent risks and capacity constraints and proactively develop mitigation strategies
Own and govern the succession planning framework for leadership and mission-critical roles
Facilitate annual and mid-year succession reviews with executive leadership
Identify high-potential talent and develop mitigation plans for single-incumbent and flight-risk roles
Design and govern the performance management philosophy, cadence, and tools
Coach leaders on performance conversations, calibration, corrective action, and employee relations matters
Define criteria and governance for high-potential and key talent identification
Monitor equity, consistency, and bias in talent decisions
Partner closely with the Learning and Development Director to ensure leadership and technical programs align with identified capability gaps
Sponsor leadership development for frontline leaders, project executives, and senior leaders
Define and evolve career frameworks for leadership, technical, and professional tracks
Establish internal mobility processes that provide transparency around growth opportunities
Lead division- and business unit-level talent review and calibration cycles
Translate talent data into actionable decisions
Own key talent metrics such as bench strength, high-potential retention, performance distribution, and engagement metrics
Hold leaders accountable for developing their people, making timely and effective talent decisions, and addressing underperformance
Act as a thought partner and coach to senior leaders
Provide strategic oversight of People Operations to ensure consistent, scalable, and employee-centered processes
Model and reinforce XL Industries’ core competencies