The Heritage Group
  • Asphalt Materials, Inc.
  • Indianapolis, IN, USA
  • Full Time

Job Summary:


The Director, AMI People + Organization will be a champion for various organizational and people initiatives. The role will support sustainable and profitable growth through talent and succession development, performance management, organizational design and development consulting, and recruitment. The ideal candidate will be an experienced people navigator and business person who can sit on the President's leadership team and drive people and organization strategies. In addition, this role will a member of a network of HR professionals within our Heritage Construction & Materials (HC&M) businesses to drive consistency and collaboration among the group and of our broader Heritage Group Business HR community directly aligned to our EVP, People + Organization for The Heritage Group (THG). The successful candidate is self-motivated and comfortable with ambiguity and nuance. Someone who can qualitatively evaluate situations and make great decisions.


First priorities:

        Build relationships with the AMI President, Leadership team and THG/HCM HR communities and establish self as a "doer" and thought leader.

        Establish HR on the leadership team for AMI as a go-to presence enabling business success through advice, decisions, and actions.

        Create a three-year HR strategic plan tied to AMI President's key objectives.



        Business Partnering Work for the President of AMI and directly with the leadership team, managers, professionals and line leaders to ensure critical people processes are developed and used consistent with our culture of light touch, strong relationships, and performance. Demonstrate keen business knowledge and emotional intelligence (EQ) to effectively contribute to critical people decisions. Balance business requests with a focus on delivering key organization and people plans.

  • Business Strategy - Develops and executes the Heritage Construction & Materials (HC&M) businesses strategy aligned with business strategy, priorities and needs; Owns the People Operating Plan (People, Culture & Organization) for the organization.
  • Strategic Influence - Take on strong influencing role balanced with needs for Business Strategy and Heritage Construction & Materials (HC&M) businesses Strategy, convey information to different audiences, able to deal with complex inter-relationships.
  • Strategic Performance Management - Analyze trends and metrics as they apply to Heritage Construction & Materials (HC&M) businesses, develop proactive actions to further support business objectives and people strategy, think systemically, holistically and anticipate.
  • Employee Relations and Engagement Serve as a company advocate and catalyst to develop and maintain a highly engaged and productive workforce, including building capability in front-line managers for leading employees. Delivery of disciplinary processes, including executing investigations, when necessary. Advise line management on employment policies and procedures to enable improvement in working practices and productivity and without adverse impact on regulatory/legal compliance, company reputation or employee engagement.
  • Labor Relations (Union) - Directs and manages the Heritage Construction & Materials (HC&M) labor relations programs, policies and procedures to proactively promote positive labor relations. This position will also be responsible for the collective bargaining agreement, overseeing the grievance procedures and partnering with management on labor matters. Participates in labor contract negotiations

    Organization Development and Effectiveness Support and progress a culture of leadership, performance and accountability. Proactively communicate and manage organizational change efforts. Provide leadership, advice and options for improving organizational effectiveness, productivity and working practices in line with the Organizational and People Initiatives. Support business in key communications.

    Talent Management and Succession Planning Support leadership education, engagement, delivery of talent management and employee development programs.  Initiate and implement development tools, performance evaluation and feedback process, succession planning, performance improvement plans, coaching, mentoring and resource requirement planning.

    Performance Management Develop readiness and ensure management engagement and capability in performance programs and initiatives including value creation plans. Build a performance management process ensuring alignment with business / individual results.

    HR capability, practices and services Build a strong HR team with capability to grow and advance in AMI and across HCM and THG. Ensure business compliance with HR policies and programs. Advise business leadership on local legal / regulatory requirements.

    Learning, Training and Leadership Development Lead development of programs in partnership with the business and THG to ensure that employees are appropriately trained and continually developing. Evaluate training needs and establish schedules to meet needs.

    Recruitment and Staffing Assume ownership for recruitment efforts within AMI to include both hourly and professional positions.



  • Bachelor's degree required with preference for advance degree.
  • Experience in the energy, chemical, or manufacturing environment considered a plus.
  • Minimum of ten (10) years HR Business experience with the ability to make proactive HR interventions in response to business need.
  • Proven track record of leadership across the range of core HR disciplines (Employee Relations /Labor Relations, Learning & Development, Compensation & Reward, Talent Management, Change Management).
  • Ability to quickly build relationships of high trust and credibility with colleagues.
  • Experience in a light touch, flexible culture where performance is required.
  • Balance of quantitative and qualitative decision-making skills purpose driven not rules constrained.
  • Ability to interface with all levels of the organization required. Excellent presence and professionalism.
  • High performance. Highly organized and attentive to detail.

        Creative problem solving and critical thinking skills.

        Courage to speak up.

        Proactive with a balance of optimism and realism.

        Impeccable integrity.

        Ability to travel 25-30% of the time.

The Heritage Group
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