HR Lead

Description

Fair Labor Standards Act (FLSA): (Exempt/Non-Exempt): Exempt

About Us: PurgeRite, the leader in high-quality mechanical flushing services, is seeking a highly motivated and experienced HR Lead. We serve all sizes of commercial mechanical companies across the U.S. with end-user clients that include many top Fortune 100 companies. Projects include data centers, semiconductor and EV battery manufacturers, universities, health care facilities, and district energy systems. We are a first-mover company seeking a people leader who will guide our organization through its next stage of growth while protecting the entrepreneurial culture, sense of urgency, and people-first mindset that made us successful. Our team has an entrepreneurial spirit and is results-driven.

Position Overview:

Our customers choose PurgeRite because our people deliver turn-key flushing solutions for some of the most complex hydronic systems being deployed today. Based in Willis, Texas, the HR Lead is a key member of the leadership team and the architect of our people strategy. This hands-on role is responsible for developing our leaders, supporting our employees, strengthening succession and career pathways, leading the HR side of mergers and acquisitions, and building consistent, scalable HR practices that prepare PurgeRite for the global opportunities ahead.

Key Responsibilities:

People Strategy & Organizational Growth:

• •Build and lead a people strategy that supports PurgeRite’s growth plans and long-term business goals.
• •Act as a strategic business partner to the executive team and field leadership, using business acumen to find where people investments create the most value.
• •Lead change management for growth initiatives, including structural changes, new roles, and clear internal communication.
• •Prepare the organization for global opportunities, including workforce planning for new markets and HR practices that can extend beyond the U.S.

Mergers & Acquisitions Integration:

• •Lead the HR workstream for mergers and acquisitions, from due diligence through full integration.
• •Assess people-related risks in target companies, including leadership, key talent, compensation, benefits, and compliance.
• •Build and execute integration plans that bring acquired teams onto PurgeRite’s HR systems, policies, payroll, and benefits, and harmonize compensation and job structures fairly and consistently.
• •Retain critical talent through transitions and integrate new teams into PurgeRite and Vertiv’s culture.

Leadership Development, Succession & Career Pathways:

• •Design and run succession planning for critical roles at every level of the organization.
• •Build clear career pathways that show technicians, crew leads, and managers how to grow with PurgeRite.
• •Develop our leaders through coaching, feedback, and structured development programs.
• •Refine competency-based training programs that develop new crews efficiently and reinforce our values and safety standards.

Scalable HR Processes & Operations:

• •Create consistent, scalable HR processes across the organization, including job descriptions, recruiting, background checks, drug screens, onboarding, performance management, and the employee handbook.
• •Oversee benefits administration and payroll preparation, and manage carrier relationships to deliver quality service at the right cost.
• •Provide HR input on enterprise-wide systems, continuously improve hire-to-retire processes, and use HR data and metrics to guide leadership decisions.

Talent Acquisition & Retention:

• •Partner with leaders to forecast talent needs and build a pipeline for critical roles.
• •Provide dotted-line guidance to the recruiting team, aligning hiring priorities and selection practices with workforce plans and PurgeRite’s culture.
• •Identify retention risks for key talent and put targeted retention programs in place.
• •Manage compensation practices that keep PurgeRite competitive in the markets where we hire.

Employee Support & Engagement:

• •Drive the culture and engagement agenda, with a focus on onboarding, initial training, development, and recognition.
• •Champion employee wellbeing through people practices that create an inclusive, motivating workplace.
• •Serve as a trusted point of contact for employees on HR matters.

Culture & Compliance:

• •Protect and strengthen company culture, sense of urgency, and people-first mindset as the company grows
• •Make sure people programs reflect company values.
• •Stay current on federal and state employment law, including ERISA, and ensure fair, consistent, and compliant practices.

Requirements

• •Education: Bachelor’s degree in Human Resources, Business, Management, or a related field.
• •Certification: SHRM-SCP or SPHR certification preferred.
• •Experience: 10+ years of progressive HR experience including
• •Senior HR leadership working closely with executives
• •Industrial, construction, or field services organizations with geographically dispersed teams (strongly preferred)
• •Mergers & Acquisitions: Hands-on experience leading the HR side of mergers and acquisitions (M&A), including due diligence, workforce integration, benefits and compensation harmonization, and culture alignment.
• •Designing and implementing company-wide HR programs and scalable processes in a fast-growing business
• •Business partnership with field and operations leadership

Company Support: The company is committed to providing the necessary resources and training to ensure this person can be successful in learning and enhancing our approach as we move forward.

PurgeRite is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability.