Overview
We’re hiring a Director of People & Culture to lead people and culture strategy, project-manage HR policy/compliance and governance, develop and manage the departmental budget, and oversee performance, talent acquisition and workforce planning. This role ensures that the company attracts, develops, supports and retains top field and professional talent while maintaining compliance across multiple states. In partnership with the Directors of Total Rewards and Employee Relations/Compliance, the people team leads from a place of operational excellence, reinforcing a value based, quality-driven culture. The Director of People & Culture balances strategic leadership with hands-on execution of employee relations matters. This role is accountable for ensuring that People and Culture policies and initiatives are practical, compliant, and aligned with the realities of a field-driven construction environment. WHAT YOU’LL DO
Culture, Values & Change Leadership Outcome:
The company culture positively reflects collaboration, quality, accountability, safety, and excellence. Accountabilities: Partner with executive team to champion organizational change initiatives, including growth, restructuring, and process improvements. Uphold company values and reinforce them through a flexible, customer-service focus and mindset. Serve as a trusted advisor to the CEO and executive team on people and culture matters. Performance Management & Leadership Development Outcome:
Leaders and employees are held accountable to clear expectations, and they are supported in their professional growth. Accountabilities: Coach executives and senior leaders on people leadership, decision-making, and organizational effectiveness. Partner with Employee Development Manager as needed to ensure performance management systems are tied to company goals, project outcomes, and highlight individual accountability. Participate in leading development programs for current and emerging managers and executives across the organization. Work closely with the executive team on succession planning for key leadership and critical roles. Workforce Strategy & Organizational Effectiveness Outcome:
The organization has the right structure, roles, and talent capacity to support current operations and planned growth. Accountabilities: Manage internal mobility and internal candidate hiring to meet workforce needs. Partner with regional leadership and TA Manager to develop and oversee workforce strategy aligned with company growth plans and geographic expansion. Partner with executives, principals and operations leaders to build scalable org structures for field and project management teams. Support Employee Development Manager to refine job architecture, role clarity, and career paths across field, project management, and executive leadership roles. Partner with Regional Principals and Business Development Manager to ensure workforce plans are tied to regional project pipelines, backlog, and seasonal labor demands. Talent Acquisition Outcome:
The company attracts, hires, and retains high-quality field and office talent through consistent, compliant, and scalable hiring practices across all markets. Accountabilities: Lead full-cycle recruiting as needed and serve as backup to the Talent Acquisition Manager. Develop national talent acquisition strategy for field, project management, and executive roles. Maintain recruitment systems, policies, and best practices for candidate experience, compliance, and reporting. Ensure hiring processes are efficient, consistent, legally compliant, and aligned with company values. Partner with Marketing to strengthen employer branding in existing and emerging markets. Oversee background checks and drug and alcohol testing, including compliant adverse action processes. Partner with TA Manager to draft and deliver relocation offers that balance business needs and retention. Oversee referral and signing bonus programs in accordance with company policy. Partner with legal counsel to manage nonimmigrant and immigrant work visa processes for hard-to-fill roles. Recommend and manage third-party executive search firms for specialized, C-Suite or hard-to-fill roles. Lead, coach, and develop the talent acquisition team, including performance and engagement. Manage talent acquisition budgets and recruitment spend. Provide quarterly staffing metrics and insights to the board. Deliver interview best-practices training and continuously refine hiring capabilities. Employee Experience, Engagement & Retention Outcome:
Employees are engaged, aligned, and motivated to perform at a high level, resulting in strong retention of top talent. Accountabilities: Partner with Employee Development Manager to oversee programs that enhance engagement, retention, and employee experience across field and office teams. Oversee onboarding, performance management, and feedback processes to ensure they are effective and consistently applied. Ensure that leaders are trained properly to proactively address performance, conduct, and employee relations issues promptly and professionally. Monitor engagement and turnover trends and develop targeted retention strategies. HR Operations, Compliance & Risk Management Outcome:
HR operations are compliant, efficient, and scalable across a multi-state construction environment. Accountabilities: Provide hands-on support with employee relations, investigations, terminations, leaves of absence, and disciplinary actions in partnership with Director of Employee Relations and Compliance. Develop and update policies, and project manage employee handbook + state addendum changes and roll-out; develop and refine HR SOPs to maintain accuracy and legal compliance. Ensure compliance with federal, state, and local employment laws across all operating states. Lead audits and mitigate employment-related risk. Work with outside counsel to manage employment related legal claims and costs. Advise West Coast President on strategy. Qualifications
Bachelor’s degree in organizational development, industrial-organizational psychology, HR or related field, or an equivalent combination of education and professional experience. 8+ years of progressive HR leadership experience, including senior leadership roles. SHRM-SCP or SPHR professional certification preferred Prior experience in construction or a project-based, field-driven industry strongly preferred. Must demonstrate success leading HR functions for a multi-state organization with 300–700+ employees. Proficiency with Payroll and HRIS – ADP and BambooHR with evaluation and implementation experience highly preferred. Deep knowledge of employment law, wage and hour compliance, and HR best practices. Proven ability to partner with executive leadership and influence at the highest level. Strong business acumen with the ability to balance people strategy and operational realities. Ability to think strategically and successfully develop + implement tactical action plans. Reputation for an unrelenting pursuit of excellence; communicating with emotional intelligence, diplomacy, compassion and flexibility. Proficiency with MS Office Suite; experience with web-based solutions such as Smartsheet, Egnyte, and Slack is highly preferred Dowbuilders standards for effective communication: clear, concise, concrete, persuasive, self-aware Desired Leadership Competencies
(for potential future growth into a VP of People) Strategic and systems-oriented thinker Pragmatic, decisive, and action-oriented Trusted executive advisor High integrity, discretion, and sound judgment Builder of teams, culture, and scalable systems TRAVEL: Regional and national travel required in this role, approximately 25% of time, or more as business needs require. WHAT WE OFFER We are a fun, easygoing bunch of professionals who take a lot of pride in the work we do. We acknowledge the contributions and talents of our team members by providing benefits that support you at work and in life: Competitive pay commensurate with skills and experience 100% paid medical, dental, vision, and basic life insurance for full-time employees (35% Medical coverage and 30% Dental + Vision for dependents), first of the month following DOH 401(k) retirement savings plan with employer profit sharing contribution 8 paid holidays each year, no waiting period PTO Mentorship and career development opportunities Annual discretionary bonus Compensation Range: The base pay range for this position is $140,000 - $175,000 per year. Actual compensation within this range will be determined based on factors including, but not limited to, relevant experience, skills, education, certifications, geographic location, and internal equity. New hires typically start below the midpoint of the range, with the opportunity for growth and advancement over time. WHO WE ARE Dowbuilt is a construction company founded in 1980, and today our talented teams can be found from coast to coast. We excel at cutting-edge, innovative, never-been-done-before residential projects and home service—all of which require precision and impeccable attention to detail. We work with top architects, and our builds are regularly featured in publications such as Architectural Digest, Architectural Record, and Dwell. The Dowbuilt culture is one of care—care for our employees, clients, and the talented craftspeople we partner with—resulting in care for the incredible designs we bring to life. HOW YOU’LL MAKE AN IMPACT We’re committed to investing in our team members’ ongoing professional development, and as a leader with Dowbuilt, you play a big part in ensuring that your team has equal opportunity to play to their strengths, fill gaps in knowledge and grow professionally. Effective career development requires two-way, open communication between employee and manager. This means expectation setting happens on both sides, along with support, mentorship, and goal setting at regular intervals. Find out how you can take your own career to the next level and inspire the next generation of talent with Dowbuilt. Dowbuilt is an equal opportunity employer that values diversity. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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We’re hiring a Director of People & Culture to lead people and culture strategy, project-manage HR policy/compliance and governance, develop and manage the departmental budget, and oversee performance, talent acquisition and workforce planning. This role ensures that the company attracts, develops, supports and retains top field and professional talent while maintaining compliance across multiple states. In partnership with the Directors of Total Rewards and Employee Relations/Compliance, the people team leads from a place of operational excellence, reinforcing a value based, quality-driven culture. The Director of People & Culture balances strategic leadership with hands-on execution of employee relations matters. This role is accountable for ensuring that People and Culture policies and initiatives are practical, compliant, and aligned with the realities of a field-driven construction environment. WHAT YOU’LL DO
Culture, Values & Change Leadership Outcome:
The company culture positively reflects collaboration, quality, accountability, safety, and excellence. Accountabilities: Partner with executive team to champion organizational change initiatives, including growth, restructuring, and process improvements. Uphold company values and reinforce them through a flexible, customer-service focus and mindset. Serve as a trusted advisor to the CEO and executive team on people and culture matters. Performance Management & Leadership Development Outcome:
Leaders and employees are held accountable to clear expectations, and they are supported in their professional growth. Accountabilities: Coach executives and senior leaders on people leadership, decision-making, and organizational effectiveness. Partner with Employee Development Manager as needed to ensure performance management systems are tied to company goals, project outcomes, and highlight individual accountability. Participate in leading development programs for current and emerging managers and executives across the organization. Work closely with the executive team on succession planning for key leadership and critical roles. Workforce Strategy & Organizational Effectiveness Outcome:
The organization has the right structure, roles, and talent capacity to support current operations and planned growth. Accountabilities: Manage internal mobility and internal candidate hiring to meet workforce needs. Partner with regional leadership and TA Manager to develop and oversee workforce strategy aligned with company growth plans and geographic expansion. Partner with executives, principals and operations leaders to build scalable org structures for field and project management teams. Support Employee Development Manager to refine job architecture, role clarity, and career paths across field, project management, and executive leadership roles. Partner with Regional Principals and Business Development Manager to ensure workforce plans are tied to regional project pipelines, backlog, and seasonal labor demands. Talent Acquisition Outcome:
The company attracts, hires, and retains high-quality field and office talent through consistent, compliant, and scalable hiring practices across all markets. Accountabilities: Lead full-cycle recruiting as needed and serve as backup to the Talent Acquisition Manager. Develop national talent acquisition strategy for field, project management, and executive roles. Maintain recruitment systems, policies, and best practices for candidate experience, compliance, and reporting. Ensure hiring processes are efficient, consistent, legally compliant, and aligned with company values. Partner with Marketing to strengthen employer branding in existing and emerging markets. Oversee background checks and drug and alcohol testing, including compliant adverse action processes. Partner with TA Manager to draft and deliver relocation offers that balance business needs and retention. Oversee referral and signing bonus programs in accordance with company policy. Partner with legal counsel to manage nonimmigrant and immigrant work visa processes for hard-to-fill roles. Recommend and manage third-party executive search firms for specialized, C-Suite or hard-to-fill roles. Lead, coach, and develop the talent acquisition team, including performance and engagement. Manage talent acquisition budgets and recruitment spend. Provide quarterly staffing metrics and insights to the board. Deliver interview best-practices training and continuously refine hiring capabilities. Employee Experience, Engagement & Retention Outcome:
Employees are engaged, aligned, and motivated to perform at a high level, resulting in strong retention of top talent. Accountabilities: Partner with Employee Development Manager to oversee programs that enhance engagement, retention, and employee experience across field and office teams. Oversee onboarding, performance management, and feedback processes to ensure they are effective and consistently applied. Ensure that leaders are trained properly to proactively address performance, conduct, and employee relations issues promptly and professionally. Monitor engagement and turnover trends and develop targeted retention strategies. HR Operations, Compliance & Risk Management Outcome:
HR operations are compliant, efficient, and scalable across a multi-state construction environment. Accountabilities: Provide hands-on support with employee relations, investigations, terminations, leaves of absence, and disciplinary actions in partnership with Director of Employee Relations and Compliance. Develop and update policies, and project manage employee handbook + state addendum changes and roll-out; develop and refine HR SOPs to maintain accuracy and legal compliance. Ensure compliance with federal, state, and local employment laws across all operating states. Lead audits and mitigate employment-related risk. Work with outside counsel to manage employment related legal claims and costs. Advise West Coast President on strategy. Qualifications
Bachelor’s degree in organizational development, industrial-organizational psychology, HR or related field, or an equivalent combination of education and professional experience. 8+ years of progressive HR leadership experience, including senior leadership roles. SHRM-SCP or SPHR professional certification preferred Prior experience in construction or a project-based, field-driven industry strongly preferred. Must demonstrate success leading HR functions for a multi-state organization with 300–700+ employees. Proficiency with Payroll and HRIS – ADP and BambooHR with evaluation and implementation experience highly preferred. Deep knowledge of employment law, wage and hour compliance, and HR best practices. Proven ability to partner with executive leadership and influence at the highest level. Strong business acumen with the ability to balance people strategy and operational realities. Ability to think strategically and successfully develop + implement tactical action plans. Reputation for an unrelenting pursuit of excellence; communicating with emotional intelligence, diplomacy, compassion and flexibility. Proficiency with MS Office Suite; experience with web-based solutions such as Smartsheet, Egnyte, and Slack is highly preferred Dowbuilders standards for effective communication: clear, concise, concrete, persuasive, self-aware Desired Leadership Competencies
(for potential future growth into a VP of People) Strategic and systems-oriented thinker Pragmatic, decisive, and action-oriented Trusted executive advisor High integrity, discretion, and sound judgment Builder of teams, culture, and scalable systems TRAVEL: Regional and national travel required in this role, approximately 25% of time, or more as business needs require. WHAT WE OFFER We are a fun, easygoing bunch of professionals who take a lot of pride in the work we do. We acknowledge the contributions and talents of our team members by providing benefits that support you at work and in life: Competitive pay commensurate with skills and experience 100% paid medical, dental, vision, and basic life insurance for full-time employees (35% Medical coverage and 30% Dental + Vision for dependents), first of the month following DOH 401(k) retirement savings plan with employer profit sharing contribution 8 paid holidays each year, no waiting period PTO Mentorship and career development opportunities Annual discretionary bonus Compensation Range: The base pay range for this position is $140,000 - $175,000 per year. Actual compensation within this range will be determined based on factors including, but not limited to, relevant experience, skills, education, certifications, geographic location, and internal equity. New hires typically start below the midpoint of the range, with the opportunity for growth and advancement over time. WHO WE ARE Dowbuilt is a construction company founded in 1980, and today our talented teams can be found from coast to coast. We excel at cutting-edge, innovative, never-been-done-before residential projects and home service—all of which require precision and impeccable attention to detail. We work with top architects, and our builds are regularly featured in publications such as Architectural Digest, Architectural Record, and Dwell. The Dowbuilt culture is one of care—care for our employees, clients, and the talented craftspeople we partner with—resulting in care for the incredible designs we bring to life. HOW YOU’LL MAKE AN IMPACT We’re committed to investing in our team members’ ongoing professional development, and as a leader with Dowbuilt, you play a big part in ensuring that your team has equal opportunity to play to their strengths, fill gaps in knowledge and grow professionally. Effective career development requires two-way, open communication between employee and manager. This means expectation setting happens on both sides, along with support, mentorship, and goal setting at regular intervals. Find out how you can take your own career to the next level and inspire the next generation of talent with Dowbuilt. Dowbuilt is an equal opportunity employer that values diversity. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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