Job Description

Arcosa seeks a Director of Human Resources to serve as a business partner to the General Manager of the Arcosa Shoring Products business unit with multiple locations in Michigan and Texas. The Director of Human Resources serves as the senior HR leader for a heavy industrial manufacturing business and a key member of the leadership team. This role partners closely with the General Manager to drive business performance through effective talent strategies, workforce stability, and leadership effectiveness.

Operating within a broader enterprise HR model, this role is responsible for executing corporate HR strategies and programs at the business unit level, while ensuring alignment with local operational needs. The HR Director translates enterprise initiatives into practical, field-level execution and provides feedback to corporate HR on business-specific needs and challenges.

Arcosa, Inc. (NYSE: ACA) is a growth-oriented manufacturer and producer of infrastructure-related products and services. The company has businesses with leading positions in construction, energy, and transportation markets with annual revenues in excess of $2B.

What you’ll do:

• Serve as a trusted advisor to the General Manager and leadership team on all people-related matters.
• Align HR execution with business priorities, including production, safety, and financial performance.
• Provide insight into workforce risks, leadership gaps, and organizational effectiveness.
• Lead and support change initiatives driven by both the business and corporate HR.
• Translate enterprise corporate talent frameworks (e.g., succession planning, leadership development, performance management, merit planning) into actionable plans locally; partner with leaders to identify high-potential talent and critical role successors.
• Drive initiatives that improve engagement, attendance, and workforce reliability.
• Coach and support leaders in executing effective people practices, including performance management, employee engagement, and accountability.
• Reinforce expectations for frontline leadership behaviors that drive retention and performance.
• Promote a culture of safety, accountability, and respect across all levels of the organization.
• Support staffing strategies for hourly and skilled labor roles in a competitive labor market.
• Monitor turnover trends and implement targeted actions to improve retention and workforce stability, particularly in frontline roles.
• Ensure consistent application of company policies, programs, and standards.
• Lead employee relations efforts, including investigations, conflict resolution, and policy enforcement.
• Work with business leaders to develop union avoidance campaigns and programs
• Provide leadership and coach a team of direct reports as well as matrix’d field HR teams to deliver results
• Assist with strategic projects and special initiatives, as assigned

What you’ll need:

• Minimum of 10 years’ progressive Human Resources Management experience; at least 4 years as a people leader
• Bachelor’s degree in human resources or related field
• Experience serving as a key member of a senior leadership team, contributing to the strategy and direction of a business unit; preferably within an industrial environment with a large non-exempt workforce
• Experience operating within a matrixed or corporate/subsidiary HR model preferred
• Experience with labor relations and/or labor relations avoidance strategies
• Ability to build strong relationships and report at all levels of the organization
• Demonstrated track record of being a decisive leader with the objective of maintaining alignment with the operating division
• Possess superior written and verbal communication and presentation skills
• Ability to analyze complex problems quickly; develop and implement solutions
• Ability to assess risk and develop Human Resource plans and programs to mitigate liability and ensure operational success
• Successful track record building proactive programs for union avoidance, retention and salary and incentive planning
• Demonstrated ability to bring process, structure and clarity without instituting bureaucracy or slowing the organization’s momentum or adversely affecting an entrepreneurial culture
• Ability to exercise sound judgement
• Willing to travel (up to 50%) to plant locations within the domestic United States
• Ability to remain flexible in the face of changing market forces and organizational priorities
• Strong knowledge of Microsoft Office (Word, Excel, PowerPoint) required
• Knowledge of employment law and practices required