Head of Human Resources & People Operations

Company: SERVCON

Location: Charlotte, NC 28269 - In-Office

Employment Type: Full-Time

Department: Human Resources /People Operations

Reports To: President / Executive Leadership

Compensation Range: $80,000.00 - $90,000.00 based on experience

About SERVCON

SERVCON is a growing facility maintenance and management company that provides nationwide project management and service coordination for commercial properties. We partner with clients, internal teams, and a network of service contractors to deliver responsive, high-quality facility solutions.

Our culture is built around 360 Service — taking deliberate action to create value for the next person. We are looking for a hands-on HR leader who can help us protect, strengthen, and scale that culture as we continue to grow.

Position Summary

SERVCON is hiring a Head of Human Resources & People Operations to build and lead the company’s HR function as a 1 person show with assistance.

This is not a role for someone who only wants to oversee an established HR department. This is a builder role, so this person must be both strategic and highly hands-on. The right candidate will be comfortable creating structure where it does not yet exist, improving what does exist, executing daily HR operations, supporting leadership, building recruiting and onboarding systems, improving compliance, organizing employee documentation, coaching managers, and creating the people infrastructure needed for long-term growth.

This role is ideal for an experienced HR generalist or HR leader who wants ownership, influence, and the opportunity to build a department from the foundation up.

What You’ll Own

HR Department Buildout

You will be responsible for building SERVCON’s HR operating system, including HR processes, forms, trackers, calendars, file structures, reporting rhythms, policies, onboarding tools, and manager support resources.

You will create repeatable systems that allow SERVCON to hire, onboard, train, manage, retain, and develop team members more consistently as the company grows.

Talent Acquisition

You will own full-cycle recruiting from hiring intake through offer acceptance and onboarding handoff. This includes job postings, sourcing strategies, candidate outreach, phone screens, interview coordination, scorecards, reference checks, offer letters, and hiring manager communication.

You will build candidate pipelines for priority roles, improve SERVCON’s employer brand, track recruiting metrics, and help leadership identify current and future staffing needs.

Onboarding and Orientation

You will own the pre-start, first-day, first-week, and 30/60/90-day onboarding experience for new hires.

This includes managing new hire paperwork, orientation materials, training checklists, manager handoffs, system access coordination, onboarding schedules, role-specific progression plans, and follow-up checkpoints.

Employee Relations

You will serve as the primary HR point of contact for employees, managers, and leadership.

You will help resolve workplace concerns, support difficult conversations, document employee relations matters, coach managers, and ensure policies are applied fairly and consistently.

Payroll and Benefits Coordination

You will coordinate payroll-related changes, PTO tracking, employee status updates, benefits administration, bonus or incentive tracking, and pay discrepancy resolution.

You will partner with payroll providers, benefits brokers, accounting, and leadership to ensure employee records, compensation changes, benefits deadlines, and payroll processes are accurate and timely.

Compliance and Documentation

You will maintain employee files, I-9 records, tax forms, policy acknowledgments, payroll records, benefits records, training records, and other required HR documentation.

You will create and maintain a compliance calendar for required filings, workplace notices, handbook updates, benefits deadlines, required trainings, file audits, and other HR compliance items.

Performance Management

You will help SERVCON build a consistent performance management process, including review templates, role expectations, scorecards, performance documentation, corrective action tools, recognition systems, and manager coaching resources.

You will support managers in identifying performance gaps, training needs, accountability issues, and growth opportunities.

Employee Development and Retention

You will partner with leadership to create training plans, career paths, position transition guides, leadership development tools, and employee growth plans.

You will help identify high-potential team members, retention risks, skills gaps, training needs, and succession planning opportunities.

Culture, Engagement, and Communication

You will help drive SERVCON’s culture by reinforcing 360 Service, company values, communication standards, accountability, recognition, and leadership consistency.

You will manage employee engagement initiatives, recognition programs, company events, surveys, stay interviews, exit interviews, and feedback systems.

HR Metrics and Leadership Reporting

You will create regular HR reporting for leadership, including hiring status, onboarding progress, turnover, retention risks, employee relations trends, training completion, compliance items, payroll issues, and performance review completion.

You will use HR data to identify risks, recommend improvements, and support better leadership decisions.

What Success Looks Like

The successful person in this role will:

Build a clean, organized, and repeatable HR system.
Improve recruiting quality, consistency, and speed.
Create a professional, structured onboarding experience.
Organize employee files, HR documentation, and compliance tracking.
Give managers better tools for hiring, feedback, accountability, and development.
Improve communication between leadership, managers, and team members.
Strengthen SERVCON’s culture while supporting company growth.
Balance strategic HR leadership with hands-on daily execution.
Bring structure, urgency, confidentiality, and follow-through to all HR matters.

Required Qualifications

5+ years of progressive HR experience.
Strong generalist background across recruiting, onboarding, employee relations, compliance, payroll coordination, benefits administration, performance management, and employee documentation.
Experience building or improving HR processes, systems, policies, or department structure.
Strong knowledge of HR best practices and employment documentation requirements.
Proven ability to work directly with owners, executives, managers, and employees.
Strong written and verbal communication skills.
High level of confidentiality, discretion, professionalism, and emotional intelligence.
Strong organizational and project management skills.
Ability to work independently without a large HR team.
Comfort operating in a growing company where systems are still being built.
Strong technology skills, including Google Drive, AI, Google Sheets, Gmail, HR/payroll systems, applicant tracking tools, and reporting tools.

Preferred Qualifications

Experience as a solo HR leader, HR Generalist, People Operations Manager, HR Manager, or HR Director in a small or mid-sized company.
Experience building HR infrastructure from scratch or formalizing informal HR processes.
Experience supporting high-growth, service-based, operations-heavy, construction, facilities, field service, or property-related businesses.
Experience with Paychex or similar payroll/HRIS platforms.
Experience creating onboarding programs, scorecards, training trackers, performance review systems, and manager tools.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred but not required.

The Right Fit

You may be a strong fit if you are:

A builder who enjoys creating structure.
Hands-on and willing to execute the details.
Comfortable being the first dedicated HR person in the company.
Highly organized and process-driven.
Strong enough to coach managers and support leadership.
Approachable enough for employees to trust you.
Practical, calm, and solutions-oriented.
Able to balance people care with business accountability.
Comfortable working in-office and being highly present with the team.
Motivated by the opportunity to build something meaningful.

This Role Is Not For Someone Who Wants To

Only manage strategy without handling daily execution.
Rely on a large HR team for administrative support - although you will have some
Avoid difficult conversations or employee relations issues.
Work in a highly mature HR environment where every system already exists.
Stay behind the scenes without engaging with employees, managers, and leadership.

Compensation and Benefits

SERVCON offers competitive compensation based on experience, along with benefits including health, dental, vision, 401(k), paid time off, and growth opportunities.

Compensation will be aligned with the scope of responsibility, experience level, and ability to build and lead the HR function.

Why Join SERVCON

This is a rare opportunity to become the first dedicated HR leader in a growing company and build the people function from the ground up.

You will have direct access to leadership, meaningful influence over company culture, and the ability to create systems that shape how SERVCON hires, trains, develops, supports, and retains its team members.

If you are an HR builder who wants ownership, impact, and the chance to create lasting structure, we would like to meet you.

How to Apply

Please submit your resume and a brief note sharing your experience building or improving HR processes, recruiting systems, onboarding programs, employee relations practices, or people operations infrastructure.

SERVCON

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Head of Human Resources and People Operations