hrroles

Director of Human Resources

W.E. O'Neil Construction Open · verified Oct 19, 2026
On-site El Segundo Full-time Director HR Business Partner & Generalist

At a glance

Director-level HR Business Partner & Generalist role at W.E. O'Neil Construction. El Segundo · full-time · no salary stated · we estimate $157,500–$225,000 across the United States.

Estimated pay

W.E. O'Neil Construction has not published a salary for this role. The figure below is our estimate, not theirs.

$157,500 – $225,000
What the middle half of lead HR business partner & generalist roles in the United States paid, among postings that did state a salary.
Worked out from 265 postings that stated pay, median $189,000. Last updated Oct 19, 2026.
RoleHR Business Partner & Generalist
SeniorityDirector
LocationEl Segundo
WorkplaceOn-site
EmploymentFull-time
PostedSep 1, 2026 · 6w ago
Role brief

hrroles summary, based on the employer's posting.

What you'll do

  • Advise regional presidents and senior leaders, tying people plans to operational and financial priorities
  • Lead organizational design, workforce and succession planning, and solutions to organizational risks
  • Coach HR staff and senior leaders while building leadership capability across assigned regions
  • Oversee HR program delivery, service metrics, complex employee relations, compensation, and compliance
  • Guide multi-region change, talent and engagement initiatives, and consistent HR practices across regions

What you bring

  • A bachelor's degree in human resources, business administration, or a related discipline
  • At least ten years of progressive HR work, including leadership of HR managers and multi-location operations
  • Experience working with executive leadership on people and organizational matters

Who this fits

This director-level role suits an experienced HR leader who can advise executives, develop HR staff, and oversee work across multiple regions. The position is onsite in El Segundo.

From the employer

The Director of Human Resources provides strategic leadership for multiple regions or major organizational functions. This role translates enterprise people strategy into business results through strong partnerships with executive leadership, development of Human Resources staff, and oversight of organizational development, talent management, employee relations, workforce planning, and Human Resources operations throughout the region(s). Success is measured by the strength of leadership teams, organizational capability, consistency of Human Resources delivery, and achievement of strategic business objectives, ensuring national consistency while allowing appropriate regional flexibility.

1. Business Strategy & Organizational Leadership

· Serve as a strategic advisor to Regional Presidents and Senior leadership.

· Align people strategy with operational and financial objectives.

· Lead organizational design, workforce planning, and succession planning.

· Identify organizational risks and recommend enterprise solutions.

2. Leadership Development & Organizational Capability

· Develop and coach Human Resources staff and senior leaders.

· Strengthen leadership capability throughout assigned regions.

· Drive succession planning for key positions.

· Promote a culture of accountability, coaching, and continuous improvement.

3. Human Resources Strategy & Operational Excellence

· Ensure consistent execution of national Human Resources programs.

· Monitor service delivery, quality, and operational metrics.

· Oversee complex employee relations, compensation, and compliance matters.

· Champion HR technology and process improvement initiatives.

4. Talent & Culture

· Partner with Talent Acquisition and operations to anticipate workforce needs and implement strategies to attract and retain highly qualified talent.
· Partner with Learning & Development on leadership strategies.

· Support executive talent reviews and career development.

· Champion the One Team philosophy and lead employee engagement and organizational development initiatives.

5. Enterprise Change & Continuous Improvement

· Lead enterprise or multi-region change initiatives.

· Standardize best practices across regions.

· Drive innovation and continuous improvement.

· Represent HR on strategic organizational projects.

Essential Competencies

Technical: Organizational development, executive coaching, employment law, compensation strategy, workforce analytics, change leadership.

Business: Enterprise strategy, financial acumen, organizational design, business partnership, operational excellence.

Interpersonal: Executive presence, influence, facilitation, negotiation, relationship building.

Leadership: Vision, talent development, succession planning, strategic decision making, servant leadership. Personal Attributes
  • Effective written and verbal language communication skills
  • Show alignment with and promotes WEO Corporate Values
  • See that all company policies are administered in a fair and consistent manner
  • Involvement with the various WEO committees and establishing procedures and policies
  • Mentor, coach and train as necessary to help employees achieve their career objectives

Qualifications

Required:
• Bachelor's degree in Human Resources, Business Administration, or related field.
• 10+ years of progressive Human Resources experience.
• Demonstrated success leading Human Resources managers and multi-location operations.
• Experience partnering with executive leadership.

Preferred:
• Master's degree.
• SHRM-SCP or SPHR certification.
• Construction, ESOP, or professional services experience.