PC Construction Company Director of Human Resources in South Burlington, Vermont

Director of Human Resources

South Burlington, Vermont


This is an exceptional opportunity to make a positive impact to our most valuable asset, our people, by leading a team of top notch Human Resources professionals who provide unprecedented service to current and future employee owners of PC.

The individual in this position is responsible for managing all aspects of Human Resources including employee complaints and compliance issues, benefits administration, employee development and evaluation, recruitment, and relevant policies and procedures. This job directly or indirectly supervises all employees in the HR Department. Additionally, the individual in this role will be responsible for assessing and coaching a team of 6-7 direct reports to support individual development and professional growth. The Director of Human Resources will provide timely and constructive feedback or corrective action to advance the performance and career opportunities for employees within their area of influence.

A Bachelor’s degree in Human Resources, Business Management, Psychology or a related field with ten years of experience (or a combination of experience and advanced degree) is required. The individual must have experience in the successful management of administrative and employment issues, certification through SHRM and/or HRCI, or working towards certification, knowledge of principles and procedures for personnel recruitment, selection, training, evaluation, compensation and benefits (i.e.: ERISA, HIPAA, family medical leave, EEO, Affirmative Action, etc.), labor relations and negotiation, and personnel information and compensation systems.

Accounts Payable

  • Review unpaid subcontractor and vendor invoices to ensure payment according to terms.

  • Cost-code subcontractor and vendor invoices. Approve subcontractor and vendor invoices for payment.


  • Oversee the evaluation and classification of occupations and job postings.

  • Develop and implement with appropriate input from the company’s legal staff, all equal employment opportunity and affirmative action policies to ensure company compliance.

  • Assist in the development of a response to organized labor initiatives to ensure company interests are properly protected.

  • Oversee the response to DOL or other agency audits or investigations.

  • Ensure compliance with Davis Bacon or state prevailing wages requirements as applicable on various projects.

  • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment and recommend needed changes.

  • Develop and maintain affirmative action program, file EEO-1 annually, maintain other records, reports, and logs, in order to conform to EEO regulations.

  • Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and employment needs.

Corporate Budget and Cost

  • Submit an annual budget for business area of responsibility.

  • Monitor business area budgets throughout the course of the year and take action as needed.

Employee Relations and Development

  • Conduct Evaluation and Development Meetings with employees. Set developmental goals and monitor progress with employees.

  • Participate in selected industry and human resource organizations and attend appropriate seminars/ conferences to stay current with all administrative and employment issues.

  • Interview screened applicants for department position openings. Hire department employees.

  • Answer questions from employees about company benefits, policies and procedures, and all HR department functions.

  • Manage all employee benefit programs such as the Incentive Retirement Plan (401(k) and ESOP), Group Health Insurance, PTO, Service Awards, etc., and make necessary changes and additions, as required.

  • Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.

  • Assign tasks, areas of responsibility, and performance requirements to direct reports.

  • Manage the Human Resources department and related functions of staff members.

  • Establish project procedures for communication, decision-making, and issue-resolution.

  • Resolve disputes between coworkers when they impact performance.

  • Perform difficult staffing duties including dealing with understaffing, policies and procedures, and assisting in the discipline or termination of employees.

  • Conduct exit interviews to identify reasons for employee resignations.

  • Conduct training for PC Employees on policies, procedures, means, and methods within your area of expertise.

  • Mentor and coach direct reports.

  • Coordinate annual salary increases.

  • Prepare data in response to salary/benefit survey requests.


  • Monitor and advise on the Davis-Bacon Act and state prevailing wage issues.


  • Ensure that the company’s policies and procedures regarding human resource issues are accurate and up to date.

Strategic Development

  • Support the Legal and Executive Team as needed.

  • Develop and execute the Department’s annual work plan based on the company’s strategic plan of the company

  • Recruit, evaluate, and develop employees to complement the strategic plan of the company.


PC Construction is 100% employee owned providing general contracting, construction management and design-build services for Commercial, Education & Campus, Health Care, Hospitality & Resort, Manufacturing & Industrial, and Water Treatment projects. Steeped in over a half century of experience, PC uses innovative construction methods and problem-solving approaches to respond uniquely and specifically to each customer's needs - from multi-million dollar projects, to projects over $250 million. We hold consistent rankings in ENR as a top contractor, and maintain our corporate office in Vermont, with regional offices in Maine, New Hampshire, New York, North Carolina, Florida, and Georgia.

PC Construction Company does not discriminate based on race, color, religion, national origin, age, sex, sexual orientation, veteran status, genetic information, family medical history, disability, or other characteristics which are or may be protected by law. We urge qualified minorities and women to apply. An Equal Opportunity Employer