Director of Human Resources

This position is based onsite in Colton, California. Candidates across the U.S. are encouraged to apply if open to relocation.

About Mendoza Companies

Mendoza Companies is a multi-entity ecosystem of construction, services, and investment businesses operating under The Mendoza Way. The platform includes High-Light Electric, Inc. (HLE) — a California-based union electrical infrastructure contractor founded in 1996 delivering public works and complex electrical construction across California — along with Mendoza Trust and an international independent contractor workforce.

We partner with Caltrans, municipalities, transit authorities, and infrastructure programs throughout California, with active expansion into Nevada, Arizona, and additional U.S. markets. In 2025, HLE was recognized on the Inc. Regionals Pacific list — #116.

Mendoza Companies is guided by Mission 2040: to build a $1 billion business ecosystem connecting 1,000 families and communities through business by 2040.

The Role

The Director of Human Resources is the highest internal HR authority in the Mendoza Companies ecosystem — reporting directly to the CEO with operational oversight from the Chief of Staff and a structural peer accountability partnership with the Finance Director.

This is a hands-on, high-accountability leadership role. You are responsible for the performance, structure, and outcomes of the entire HR function — across California operations, multi-state expansion (NV, AZ), and an international contractor workforce.

The core of the role is performance management through Mendoza Way Calibration (MWC), manager development, talent density, and workforce planning.

The HR function is in active transition. You step in immediately, establish authority, and build what is missing without waiting to be told what the standard is. The role will test you. Schedules will create pressure. Difficult conversations will demand calm when others bring discomfort. If you are the kind of leader who holds the line under pressure, makes hard people calls without flinching, and treats HR as the discipline that protects culture and accelerates performance —this role was built for you.

What You’ll Do

• Lead the HR function and team — Talent Acquisition Lead, HR Generalist (CA), Payroll Administrator. Set cadence, run HR operations independently, and deliver scorecards and Rocks in our ML10 leadership meetings on EOS rhythm.


• Own Mendoza Way Calibration (MWC) — our performance framework built on Effort, Attitude, Leadership, Innovation, and Results. Lead quarterly calibration sessions personally. Identify the bottom 10% for replacement and the top 5–10% for accelerated promotion. Hold every manager and supervisor accountable to calibration discipline.


• Drive talent density and leadership quality — deliver to the CEO a standing read on who is performing, who needs a defined development path, and who needs to be transitioned. Ensure 60% of new hires reach top-50% performance by six months in seat.


• Co-own workforce cost and multi-year planning with Finance — joint accountability on workforce cost modeling, headcount and SG&A planning, labor cost variance, and ecosystem expansion. Translate the Mission 2040 vision into hiring velocity and infrastructure.


• Maintain compliance across California, Nevada, and Arizona — labor law, prevailing wage, I-9 / E-Verify, FMLA / CFRA / PDL, workers’ compensation. Build compliance frameworks ahead of expansion, not reactively.


• Develop, update, and enforce policy, the employee handbook, and benefits administration — identify gaps, mitigate, and continuously improve the framework.


• Manage the international independent contractor workforce as vendor relationships — structured contracts, 18-month maximum horizons, classification risk monitored.


• Build and scale AI-assisted HR workflows — screening, calibration prep, training, manager coaching, policy drafting. Train your team to operate AI tools daily as standard practice.

What We’re Looking For

Required:

• 7+ years of progressive HR experience, including HR function leadership — preferred. 5+ years considered for exceptional candidates with demonstrated leadership trajectory and AI fluency.


• PHR or SHRM-CP certification — or written commitment to obtain within 12 months of hire. SPHR or SHRM-SCP preferred at the Director level.


• Direct, hands-on California employment law experience — CFRA, PDL, prevailing wage, final pay, ABC test. 


• Demonstrable AI-assisted HR workflow deployment for organizational use — (not just personal productivity use)


• Strong Spanish/English bilingual capability required due to workforce and field communication needs
  


• Bachelor’s degree in HR, Business, Organizational Development, or a related field (or equivalent relevant leadership experience)

Preferred:

• Multi-site, multi-entity, or multi-state HR leadership experience.


• Experience in construction, infrastructure, or unionized industry


• Master’s degree in HR, Business, or Organizational Psychology.


• M&A or business integration experience.


• HRIS experience (BambooHR preferred)
  

What to Expect in This Role

This is a high-impact, operational leadership role within a fast-paced construction environment.

You will:

• Lead performance calibration and support managers through difficult people decisions


• Operate in a setting where priorities move quickly and accountability is high


• Partner closely with leadership to maintain performance standards while supporting business growth


• Navigate situations that require sound judgment, consistency, and professionalism under pressure

Candidates who succeed in this role are comfortable balancing people leadership with business performance, and can maintain standards even when conversations are difficult.

Cross-industry candidates from hospitality, technology, professional services, or manufacturing are welcome — but only if you can articulate specifically what you bring that a construction-only HR leader could not. A non-construction background is not a disqualifier; a non-construction story without a specific value proposition is.

Who Thrives in This Seat

 Before you apply, take an honest read of the three points below. The candidates who succeed at Mendoza answer yes to all three. We call this our GWC standard — Gets It, Wants It, Has the Capacity.

1. You get it. You understand HR is a leadership and business function, not a policy administration role. You see the connection between people decisions, performance discipline, financial outcomes, and culture health — and you know the difference between leading a function and contributing to one.


2. You want it. You actively want the hard parts of this seat — leading calibration personally, identifying low performers and driving performance improvement or transition decisions aligned with company standards, coaching managers through difficult conversations they would otherwise defer, and holding the standard when it creates friction. You are not looking for a comfortable Director title or a strategic-figurehead role. You believe being kind matters more than being nice.


3. You have the capacity to do it. You hold or are committed to the right credentials. You have direct California employment law experience, have personally led calibration, and have deployed AI-assisted workflows for a team. You speak fluent business as fluently as you speak HR, you are bilingual, and you operate at speed without cutting corners on compliance or documentation.

What We Offer

• Comprehensive health benefits package — medical, dental, vision.


• 401(k) or equivalent retirement plan.


• Relocation support for candidates relocating to California — with 24-month pro-rated clawback.


• Travel and expense reimbursement for ecosystem and conference travel.


• Continuing education and HR certification maintenance.


• A direct seat at the Mendoza executive table with defined leadership trajectory — we promote from within.


• Multi-entity ecosystem with active expansion into Nevada, Arizona, and additional U.S. markets.


• A mission-driven organization building for the long term — Mission 2040.

Hiring Process

Our process includes:

• Application and screening questionnaire


• AI-assisted resume and structured interview review


• Recruiter screen


• Leadership panel interview


• Final interview with the CEO

AI tools are used to support consistency and efficiency and are regularly reviewed to ensure fairness and compliance.

Qualified candidates can expect a timely and structured process.

Pre-employment screening, reference checks, and verification of credentials are required prior to offer.

Equal Opportunity Employer

Mendoza Companies and High-Light Electric, Inc. are equal opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law.

Learn More About Us

High Light Electric