Job Description

Job Description Job Description Essential Duties & Responsibilities : Serve as a trusted advisor to the CEO, executive team, and Board of Directors on organizational design, workforce planning, and people strategy. Lead cultural evolution efforts, ensuring company values are reflected in behaviors, policies, and practices across all locations. Oversee HR operations including but not limited to talent acquisition, onboarding, employee relations, compliance, compensation, DEI initiatives, benefits, and performance management. Design and implement robust learning, training, and development programs to foster continuous growth, upskilling, and leadership development across the organization. Develop and execute succession planning strategies to build leadership bench strength and ensure long-term business continuity. Leverage HR technologies and data analytics to inform decision-making, track performance, and optimize workforce planning. Lead annual performance and merit review processes, ensuring accountability, equity, and growth across teams. Manage employee engagement initiatives, analyze results, and work with leaders to implement action plans that drive retention and satisfaction. Design and administer competitive, market-aligned compensation and benefits programs to attract and retain top talent. Collect, analyze, and present key HR metrics and workforce insights to leadership and the Board to inform strategic decisions. Apply financial acumen to manage HR budgets and demonstrate ROI on people programs. Partner with leaders to align talent strategies to support current operations and future growth, including expansion, acquisitions, and integration of new service lines. Lead employee relations and conflict resolution efforts, ensuring compliance with all labor laws and promoting a fair, respectful workplace. Champion diversity, equity, and inclusion across all levels of the organization. Other duties as directed by the CEO. Leadership Competencies Strategic & Organizational o Aligns people strategies with business goals to drive operational excellence and sustainable growth. o Anticipates labor market trends and develops proactive, forward-thinking workforce strategies. o Embeds company values—integrity, excellence, innovation, and insight—into all HR initiatives. Leadership & Cultural Influence o Models excellence in leadership by building and scaling HR capabilities in a multi-site environment. o Acts as a culture carrier, setting the tone for communication, accountability, and inclusivity. o Champions leadership development and succession planning to grow high-potential talent. Interpersonal Excellence o Leads with empathy and integrity, fostering authentic relationships across all levels of the business. o Builds a high-trust, high-engagement environment through transparency and inclusion. o Serves as a credible and influential voice with C-suite leaders, the Board, and employees. Technical & Operational o Oversees all functional areas of HR including Talent, Total Rewards, Organizational Development, Payroll, Benefits, and Employee Health. o Applies modern HR technologies and analytics to support compliance, scalability, and continuous improvement. o Ensures all operations are compliant with local, state, and federal employment laws while maximizing efficiency and business value. Essential Qualifications : Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field. Minimum of 10 years of progressive HR leadership experience, including 3–5 years in a senior executive role. Demonstrated success leading people strategies in multi-site, complex, or fast-scaling organizations. Proven ability to develop and implement HR strategies that align with business goals and enable transformation. Experience building and scaling HR systems, processes, and infrastructure from early-stage to maturity. Financial acumen to manage budgets and assess the ROI of HR initiatives. Strong strategic partnership skills with executive leadership and the Board. Desirable Qualifications : Master’s degree in Human Resources, Business Management, or a related field. HR certifications (e.g., SHRM-SCP, SPHR) strongly preferred. Experience working in private equity-backed or transformation-driven environments is a plus. Background in employee engagement, DEI, talent acquisition, and change management across diverse teams. ADA Requirements : Typically sits, grasp items and performs keyboarding for frequent operation of a computer. Stand, walk, bend, reach or otherwise move about occasionally. Lift, move, or otherwise transfer items up to 20 lbs occasionally. Occasional exposure to typical machine shop physical hazards Travel by air or car frequently This job description is intended to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. MacQueen Equipment will reasonably accommodate the known disabilities of qualified disabled individuals. MacQueen Equipment is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color or creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, pregnancy, affectional preference, disability, age, marital status, familial status, protected veteran status, status with regard to public assistance, membership or activity in a local commission dealing with discrimination, or any other protected class status. All candidates who receive a job offer must successfully pass both a criminal background check and a drug test after employment can be finalized. #J-18808-Ljbffr MacQueen Equipment LLC

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