Human Resources Director
Crane Service Inc, Denver, CO, United States
Summary
The HR Director leads all human resources functions for Crane Service Inc. and provides strategic and operational support to a large, multi-state, union and non-union workforce. This role oversees employee relations, labor compliance, investigations, onboarding, performance management, HR systems, policy administration, and strategic people initiatives. The HR Director ensures consistent application of company policies, maintains compliance with union agreements and state labor laws, and supports leaders across Operations, Safety, Service, and administrative teams. This role also manages the HR Business Partner and works closely with the parent company’s shared services teams. Essential Duties
Lead the HR function for a multi-state union workforce by ensuring compliance with collective bargaining agreements, prevailing wage rules, state labor laws, and company policies. Provide guidance to field and operations leaders on employee relations, performance management, coaching, terminations, and corrective actions. Oversee the HR Business Partner and ensure accuracy and consistency in onboarding, documentation, benefits support, employee files, HRIS work, and compliance processes. Handle complex or sensitive employee relations issues including investigations, discipline, harassment complaints, and conflict resolution. Support labor-related matters including responding to grievances, interpreting contract language, and preparing documentation for potential arbitrations. Maintain strong relationships with union representatives and ensure consistent communication on employment matters when appropriate. Ensure compliance with federal and state requirements including FLSA, EEO, OSHA-related HR requirements, I-9/E-Verify, wage notices, new-hire reporting, record retention rules, and multi-state onboarding needs. Oversee performance management processes including field-friendly review formats, documentation, and coaching support for supervisors. Partner with Operations, Safety, and Service on workforce planning, onboarding quality, incident follow-up, and site-level HR concerns. Coordinate with the parent company on benefits administration, payroll issues, leave of absence processes, HRIS updates, and annual programs. Develop, update, and enforce HR policies, ensuring clarity, legal compliance, and alignment with company culture and values. Lead recruiting strategy in partnership with hiring managers and support high-volume field hiring, operator and mechanic pipelines, and administrative staffing needs. Provide data reporting to leadership including turnover, headcount, investigations, corrective actions, and labor-related metrics. Support organizational development including leadership coaching, competency frameworks, training programs, and culture-building efforts. Serve as a trusted advisor to the Executive and Operations leadership teams. Maintain strict confidentiality and exercise sound professional judgment in all HR matters. Requirements
Extensive HR experience in construction, industrial services, transportation, energy, or other field-based environments. Strong working knowledge of union labor practices, collective bargaining agreements, and union–employer relations. Experience managing employee relations issues across geographically dispersed teams. Strong understanding of HR compliance including FLSA, FMLA, ADA, EEOC, state labor laws, and I-9/E-Verify. Ability to interpret and communicate complex policies, contracts, and regulations. Hands‑on experience with investigations, documentation, corrective actions, and performance management. Strong interpersonal and communication skills with the ability to work effectively with field supervisors, operators, mechanics, union partners, and executive leadership. Ability to prioritize, manage multiple tasks, and operate effectively in a fast-paced environment with frequent urgent issues. Proficiency in HRIS platforms, spreadsheets, and digital record management. Preferred Qualifications
Experience working with multiple unions or operating in multi-state union environments. Background in crane operations, heavy lift, construction, or similar industries. Experience working under a parent-company shared services structure. Familiarity with Traction/EOS processes, scorecards, and accountability tools. Reporting Structure
Reports to executive leadership (CEO or VP depending on structure). Manages the HR Business Partner. Works closely with Operations, Safety, Dispatch, Service, Accounting/Payroll, and the parent company’s HR and Benefits teams.
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The HR Director leads all human resources functions for Crane Service Inc. and provides strategic and operational support to a large, multi-state, union and non-union workforce. This role oversees employee relations, labor compliance, investigations, onboarding, performance management, HR systems, policy administration, and strategic people initiatives. The HR Director ensures consistent application of company policies, maintains compliance with union agreements and state labor laws, and supports leaders across Operations, Safety, Service, and administrative teams. This role also manages the HR Business Partner and works closely with the parent company’s shared services teams. Essential Duties
Lead the HR function for a multi-state union workforce by ensuring compliance with collective bargaining agreements, prevailing wage rules, state labor laws, and company policies. Provide guidance to field and operations leaders on employee relations, performance management, coaching, terminations, and corrective actions. Oversee the HR Business Partner and ensure accuracy and consistency in onboarding, documentation, benefits support, employee files, HRIS work, and compliance processes. Handle complex or sensitive employee relations issues including investigations, discipline, harassment complaints, and conflict resolution. Support labor-related matters including responding to grievances, interpreting contract language, and preparing documentation for potential arbitrations. Maintain strong relationships with union representatives and ensure consistent communication on employment matters when appropriate. Ensure compliance with federal and state requirements including FLSA, EEO, OSHA-related HR requirements, I-9/E-Verify, wage notices, new-hire reporting, record retention rules, and multi-state onboarding needs. Oversee performance management processes including field-friendly review formats, documentation, and coaching support for supervisors. Partner with Operations, Safety, and Service on workforce planning, onboarding quality, incident follow-up, and site-level HR concerns. Coordinate with the parent company on benefits administration, payroll issues, leave of absence processes, HRIS updates, and annual programs. Develop, update, and enforce HR policies, ensuring clarity, legal compliance, and alignment with company culture and values. Lead recruiting strategy in partnership with hiring managers and support high-volume field hiring, operator and mechanic pipelines, and administrative staffing needs. Provide data reporting to leadership including turnover, headcount, investigations, corrective actions, and labor-related metrics. Support organizational development including leadership coaching, competency frameworks, training programs, and culture-building efforts. Serve as a trusted advisor to the Executive and Operations leadership teams. Maintain strict confidentiality and exercise sound professional judgment in all HR matters. Requirements
Extensive HR experience in construction, industrial services, transportation, energy, or other field-based environments. Strong working knowledge of union labor practices, collective bargaining agreements, and union–employer relations. Experience managing employee relations issues across geographically dispersed teams. Strong understanding of HR compliance including FLSA, FMLA, ADA, EEOC, state labor laws, and I-9/E-Verify. Ability to interpret and communicate complex policies, contracts, and regulations. Hands‑on experience with investigations, documentation, corrective actions, and performance management. Strong interpersonal and communication skills with the ability to work effectively with field supervisors, operators, mechanics, union partners, and executive leadership. Ability to prioritize, manage multiple tasks, and operate effectively in a fast-paced environment with frequent urgent issues. Proficiency in HRIS platforms, spreadsheets, and digital record management. Preferred Qualifications
Experience working with multiple unions or operating in multi-state union environments. Background in crane operations, heavy lift, construction, or similar industries. Experience working under a parent-company shared services structure. Familiarity with Traction/EOS processes, scorecards, and accountability tools. Reporting Structure
Reports to executive leadership (CEO or VP depending on structure). Manages the HR Business Partner. Works closely with Operations, Safety, Dispatch, Service, Accounting/Payroll, and the parent company’s HR and Benefits teams.
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