Human Resources Director

**Human Resources Director: BLUE COLLAR SCHOLARS** **Remote \| DMV Market** Compensation **Base Salary: $140,000–$190,000** **Uncapped Performance Incentive** **Total Annual Compensation Opportunity: $200,000\+ for Exceptional Performance** Blue Collar Scholars is looking for the **best of the best**. This compensation is designed for a proven, high\-impact Human Resources leader who can materially influence the performance, culture, talent, accountability, and continued growth of the organization. **Years of experience alone will not qualify someone for the top of this range. We are looking for demonstrated results and measurable business impact.** **Who We Are** Blue Collar Scholars is a rapidly growing home services company serving the DC, Maryland, and Virginia market. Our core values are **Excellence, Growth, Community, and Speculative Enterprise.** As we continue to scale, we are looking for an exceptional Human Resources Director who can build the people infrastructure, recruiting engine, systems, accountability, and culture required to support a high\-growth organization. We view our company as a team and want someone who is looking to grow with us while helping build the organization for its next stage. **The Opportunity** This is **not a passive HR administration role**. We are looking for a hands\-on, strategic HR leader who can operate at both the executive and operational level. You will partner directly with company leadership while taking ownership of the systems that support our people — including **talent acquisition and headhunting, onboarding, performance management, employee relations, compliance, retention, development, compensation, benefits, and organizational growth.** A critical part of this role is the ability to **proactively identify and recruit exceptional people who are not actively looking for another job.** You must be comfortable **building structure where structure does not yet exist**, solving problems proactively, and being accountable for measurable results. **What You Will Own** * Lead and continuously improve the company's overall Human Resources and People Operations function. * Develop and execute HR strategies aligned with the company's growth and business objectives. * Build scalable HR processes, policies, systems, documentation, and operating procedures. * Lead performance management, accountability, employee development, and corrective\-action processes. * Manage employee relations and provide leadership with practical guidance on complex people issues. * Maintain HR compliance across applicable federal, state, and local employment requirements. * Own and lead the company's **talent acquisition and proactive headhunting strategy**. * Personally know how to identify, approach, engage, and recruit **high\-performing passive candidates who are not actively looking for a new opportunity**. * Build talent pipelines through **competitor research, direct outreach, cold calling, cold emailing, referrals, LinkedIn, industry networking, recruiting events, and other creative sourcing strategies**. * Develop proactive pipelines for critical positions, particularly **top\-performing salespeople, operations leaders, project managers, and other high\-impact roles**. * Use proactive sourcing tools and platforms, including **Indeed Smart Sourcing and similar resources**, rather than relying primarily on incoming applications. * Build recruiting dashboards and measurable KPIs to track **pipeline health, sourcing effectiveness, conversion rates, hiring velocity, offers, projected starts, and quality of hire**. * Strengthen onboarding and ensure new employees are positioned for success from Day One. * Develop and continuously evaluate compensation, benefits, retention, and employee\-engagement strategies. * Build meaningful HR dashboards and report workforce metrics, trends, risks, and opportunities to leadership. * Partner with managers to improve leadership, communication, accountability, and team performance. * Identify organizational and people\-related gaps before they become problems and develop solutions proactively. * Help build and protect a high\-performance company culture as Blue Collar Scholars continues to scale. * Create HR and recruiting infrastructure capable of supporting continued organizational growth. **Talent Acquisition \& Headhunting:** We are **not looking for someone whose recruiting strategy consists primarily of posting jobs and waiting for applications.** The strongest people are often already successful somewhere else. This Human Resources Director must understand how to find those people, approach them, build relationships with them, and create a compelling reason for them to consider Blue Collar Scholars. You should be comfortable identifying talent within competitors and target organizations, developing passive\-candidate pipelines, conducting direct outreach, and creating sourcing strategies for positions that are difficult to fill. You should understand how to use recruiting technology and sourcing platforms proactively — including tools such as **Indeed Smart Sourcing** — to identify talent rather than simply waiting for talent to find us. **A genuine headhunter mindset is essential to this role.** What Exceptional Performance Looks Like We are **not** measuring success by how many HR policies you write, meetings you attend, resumes you review, or years you have worked in Human Resources. We care about **results and business impact**. Exceptional performance means you can demonstrate that you have: * Built or significantly improved an HR or People Operations function. * Created scalable people systems for a growing organization. * Built proactive recruiting pipelines rather than depending primarily on inbound applications. * Successfully identified and recruited high\-performing passive candidates. * Improved employee performance, accountability, retention, or engagement. * Successfully handled complex employee\-relations situations. * Built effective performance\-management and accountability systems. * Used HR and recruiting data to help leadership make better decisions. * Improved recruiting, onboarding, employee development, and retention. * Reduced organizational and compliance risk while maintaining a high\-performance culture. * Identified people\-related problems proactively rather than waiting for them to escalate. * Produced measurable organizational improvements rather than simply maintaining existing processes. **What We Need From You** * Demonstrated success leading Human Resources or People Operations in a growing organization. * Strong knowledge of employee relations, performance management, HR compliance, organizational development, recruiting, onboarding, compensation, and benefits. * Demonstrated experience with **proactive recruiting, headhunting, and passive candidate sourcing**. * A genuine **headhunter mindset** and comfort approaching successful people who are not actively searching for another job. * Experience building or significantly improving HR and recruiting systems and processes. * Ability to develop sourcing strategies that go beyond traditional job postings. * Experience using recruiting metrics, dashboards, and pipeline data to improve hiring outcomes. * Ability to translate business objectives into practical people strategies. * Strong judgment and confidence handling sensitive and complex employee matters. * Experience coaching and advising managers and senior leadership. * Exceptional communication, organization, urgency, accountability, and follow\-through. * A hands\-on mentality — you are willing to **build and execute, not simply advise**. * Ability to operate successfully in a fast\-moving environment where you may need to create the structure rather than inherit it. * Experience in home services, construction, field operations, sales recruiting, or another high\-growth service organization is strongly preferred. **This Role Is Not for You If** * Your recruiting strategy primarily consists of **posting jobs and waiting for applications**. * You have little or no experience proactively approaching passive candidates. * You are uncomfortable with cold outreach, direct sourcing, networking, or headhunting. * You view HR primarily as paperwork and administration. * You prefer maintaining existing systems rather than building better ones. * You need a large HR department underneath you in order to execute. * You avoid difficult conversations, performance issues, or accountability. * You are uncomfortable operating in a fast\-moving, high\-growth environment. * You wait for problems to reach you instead of identifying them proactively. * You measure your value primarily by **years of experience or job title rather than measurable results**. * You want to advise the business without being accountable for execution. * You require extensive direction before taking action. Who Thrives Here You are **energetic, highly accountable, strategic, resourceful, detail\-oriented, and a self\-starter**. You move with urgency. You can move comfortably between executive\-level conversations and hands\-on execution. You create solutions instead of waiting for direction. You are comfortable making difficult decisions, having difficult conversations, and holding yourself and others accountable. You are also comfortable **going after exceptional talent instead of waiting for exceptional talent to come to you.** You understand that great HR is not separate from the business — **great HR helps the business perform better.** You want to **build something, not simply inherit something**. Most importantly, you want your work to have a visible and measurable impact on a rapidly growing organization. Growth Opportunity The Human Resources Director will play a critical role in building the people infrastructure and recruiting engine behind the next stage of Blue Collar Scholars' growth. The right leader will have the opportunity to shape the company's **people strategy, organizational structure, talent acquisition strategy, leadership development, performance culture, and long\-term HR function** as the organization continues to scale. This is an opportunity for someone who wants more than an HR title. We are looking for someone who wants to help **build the organization and the team that will take it to the next level.** To Apply Please submit your resume for consideration. **Blue Collar Scholars is looking for the best of the best.** ***We are not looking for someone who simply administers HR or waits for applicants to come to them. We are looking for someone who can build the people infrastructure, proactively recruit exceptional talent, strengthen accountability, and develop the high\-performance culture required to help scale the company.*** Job Type: Full\-time Pay: $140,000\.00 \- $190,000\.00 per year Work Location: Remote