Company Overview
Halo Service Partners is a rapidly growing, private equity-backed security systems and services company specializing in installation, monitoring, maintenance, and support of commercial security solutions. As we scale through organic growth and acquisitions, we are building a high-performance, people-first organization capable of attracting, developing, and retaining top talent in a competitive labor market.
The company is in an exciting phase of growth, supported by a private equity partnership fueling expansion, operational improvements, and acquisition integration. This role will play a critical part in helping establish the HR infrastructure, systems, and culture necessary to support long-term growth and scalability.
Position Summary
The Director of Human Resources is a strategic and hands-on leader responsible for building, implementing, and managing all aspects of the company’s human resources function. This role is ideal for a builder who thrives in high-growth, entrepreneurial environments and is comfortable operating both strategically and tactically during the early stages of a private equity investment lifecycle.
The successful candidate will establish scalable HR systems, processes, and policies while directly managing day-to-day HR operations including recruiting, payroll, benefits administration, employee relations, compliance, onboarding, performance management, and training.
This role requires a self-starter who can work independently while partnering closely with executive leadership to develop a high-performing organization capable of supporting aggressive growth objectives. Recruiting, technician retention, workforce development, and cultural integration are critical to the company’s success.
The Director of HR will oversee HR operations across multiple locations and support the integration of newly acquired businesses into the platform.
Key Responsibilities
HR Strategy & Infrastructure
- Build and lead the HR function from the ground up, including policies, procedures, systems, and compliance programs.
- Develop scalable HR processes that support rapid company growth and future acquisitions.
- Partner with executive leadership and private equity stakeholders on workforce strategy, organizational planning, and talent initiatives.
- Evaluate, implement, and optimize the HRIS, including payroll, applicant tracking, onboarding, and performance management systems.
- Create and maintain employee handbooks, HR policies, SOPs, and compliance documentation.
- Develop HR metrics and reporting dashboards related to turnover, recruiting effectiveness, labor costs, employee engagement, retention, and workforce trends.
- Continuously improve HR processes, data accuracy, reporting, and automation to support operational scale and efficiency.
Recruitment, Workforce Planning & Onboarding
- Lead full-cycle recruiting efforts including job postings, sourcing, interviewing, candidate selection, and onboarding.
- Build scalable recruiting strategies focused on technicians, field operations personnel, sales, customer support, and corporate functions.
- Develop employer branding initiatives and recruiting partnerships with trade schools, technical programs, staffing partners, and workforce development organizations.
- Lead onboarding programs to successfully integrate new employees into the organization and accelerate productivity.
- Develop workforce planning, succession planning, and organizational development initiatives aligned with long-term business objectives.
- Improve hiring processes, onboarding experiences, and training programs to increase employee retention and engagement.
Employee Relations & Engagement
- Serve as a trusted advisor to employees and managers across multiple locations on HR-related matters.
- Promote a positive, accountable, and performance-driven workplace culture.
- Drive employee engagement initiatives including surveys, team-building activities, recognition programs, and retention strategies.
- Conduct employee surveys and analyze turnover trends to identify retention risks and improvement opportunities.
- Investigate and resolve employee relations matters, complaints, disciplinary issues, and workplace concerns.
- Coach managers and supervisors through performance management, employee development, and disciplinary discussions.
Compensation, Payroll & Benefits Administration
- Oversee payroll administration and ensure accurate, timely payroll processing across multiple locations.
- Ensure compliance with prevailing wage requirements, certified payroll reporting, and applicable wage and hour regulations.
- Facilitate key compensation processes including annual merit increases, bonus calculations, and compensation planning.
- Administer employee benefits programs including medical, dental, vision, retirement, and ancillary benefits.
- Serve as the primary contact for employee benefits questions and vendor relationships.
- Assist leadership in developing competitive compensation and incentive programs that support recruiting and retention objectives.
HR Compliance & Risk Management
- Ensure compliance with all federal, state, and local employment laws and regulations.
- Maintain and enforce HR policies, procedures, and employee handbook standards.
- Oversee employee records management, leave administration, workers’ compensation, unemployment claims, and HR-related risk management activities.
- Coordinate OSHA-related HR support and workplace compliance initiatives.
- Maintain accurate HR documentation and reporting requirements.
Performance Management, Learning & Development
- Support managers in performance review processes, coaching, and career development planning.
- Identify training needs and implement employee development programs across the organization.
- Develop onboarding and training paths for new hires, technicians, supervisors, and managers.
- Coordinate internal and external training opportunities to support workforce development.
- Build leadership development initiatives that strengthen management capabilities and succession planning.
HR Systems & Process Ownership
- Act as the owner and administrator of HRIS, including payroll and employee management systems.
- Ensure integrity and accuracy of HR and payroll data.
- Improve system functionality, reporting capabilities, and workflow automation.
- Support data-driven decision making through HR analytics and reporting.
M&A Integration & Platform Support
- Support the integration of newly acquired businesses into the platform, including onboarding acquired employees, migrating employee data into HRIS, and enrolling employees into benefits
- Aligning acquired entities with company HR policies, compensation structures, and compliance standards
- Assist leadership with organizational integration, change management, and cultural alignment initiatives during acquisitions.
Required Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or related field.
- Demonstrated progressive HR leadership experience, preferably within high-growth or multi-location organizations.
- Strong experience building HR systems, processes, and infrastructure from the ground up.
- Hands-on experience managing payroll, benefits administration, HR operations, and compliance.
- Strong knowledge of employment law, payroll processing, prevailing wage requirements, and HR best practices.
- Proven success leading recruiting and retention initiatives for field service, technical, or skilled labor workforces.
- Experience implementing and managing HRIS and payroll systems.
- Demonstrated ability to work independently and drive initiatives with minimal supervision.
- Excellent leadership, communication, problem-solving, and interpersonal skills.
- Strategic mindset with the ability to balance long-term initiatives and daily operational responsibilities.
Preferred Qualifications
- Experience in security services, alarm systems, electrical contracting, HVAC, construction, field services, or other technician-heavy industries.
- Previous experience in a private equity-backed organization.
- Experience supporting mergers, acquisitions, and platform integrations.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Key Competencies
- Builder mentality with strong execution skills
- High accountability and operational discipline
- Recruiting and retention leadership
- Strategic thinking with tactical execution capability
- Change management and organizational development
- Strong business partnership orientation
- Process improvement mindset
- Ability to influence across all organizational levels
- Data-driven decision making
- Strong interpersonal and coaching skills
- Independent, proactive, and resourceful work style
Success Metrics
- Reduction in employee turnover and technician attrition
- Improvement in recruiting effectiveness and time-to-fill metrics
- Successful implementation of scalable HR systems and infrastructure
- Improved employee engagement and retention metrics
- Payroll accuracy and compliance performance
- Successful integration of acquired businesses and employees
- Leadership capability development across the organization
- Scalability of HR processes to support rapid growth and acquisitions
Travel Requirements
- Periodic travel is required to support multi-location operations, acquisition integrations, leadership collaboration, employee engagement initiatives, and in-person partnership with field and operational teams.
- Travel may include visits to branch offices, integration sites, training events, and company meetings.
- Estimated travel: 10%–25% depending on acquisition activity and business needs.
What We Offer
- Competitive salary and comprehensive benefits package
- Opportunity to build and lead the HR function in a growing private equity-backed organization
- Significant visibility and partnership with executive leadership
- Career growth potential within a rapidly expanding platform company
- Collaborative but entrepreneurial work environment
- Opportunity to directly influence company culture, workforce strategy, and long-term business success
