People & Organizational Development Manager at ARL Incorporated

Lafayette, Louisiana, United States -

Full Time

Start Date

Immediate

Expiry Date

01 Jan, 26

Salary

0.0

Posted On

03 Oct, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

People Strategy, Organizational Design, Talent Acquisition, Workforce Planning, Training Development, Career Pathing, Performance Management, Culture, HR Infrastructure, Compliance, Employee Relations, Data-Driven Strategy, Leadership Development, High EQ, Organizational Development, Recruiting

Industry

Description

Description About Us We’re a fast-growing, multi-location home services company specializing in pest control treatments and services, with 300+ team members and an expanding footprint across multiple regions. Built on strong operational excellence and trusted service, J&J Exterminating is proudly ranked in the Top 100 Pest Control Companies in the nation! About the Role We’re hiring a People & Organizational Development Manager to be a strategic member of our leadership team and the architect of our People strategy. You’ll be responsible for designing and implementing a best-in-class HR function with an initial focus on field workforce recruiting, training, and performance management. This is a build-it-while-you-run-it role for a leader who can set strategy, lead change, and roll up their sleeves to execute in a fast-paced, operationally complex environment. Key Responsibilities People Strategy & Organizational Design Structure & drive J&J Exterminating's "People Strategy," aligning talent management with the company's vision, mission, and values. Serve as a thought partner and resource to leadership concerning matters of organizational structure, such as capacity planning or forecasting, continuous improvements of existing processes, or development of new procedures/workflows. Design and implement scalable, standardized people operations for multiple locations with field & office teams, using a data-driven strategy. Employee-centric approach to organizational structure, structuring processes and procedures with consideration for the end-user experience. Functions in a System administrator capacity, configuring company processes, review feedback collected through data insights, and administering required maintenance to existing workflows/procedures/forms as needed. Analyzing and oversight of our HCRM platform through data insights gathered and updating other company-wide databases, ensuring uniform personnel standards are upheld across locations and that they can be clearly defined. Talent Acquisition & Workforce Planning Establish a data-driven recruiting process tailored to high-turnover field roles, equipped for a consistent, high volume of candidate applications. Implement a combination of sourcing strategies, clearly defined recruiting KPIs, and a compelling employer brand to attract (and retain) top talent. Partner with field operations to understand workforce needs, seasonal trends, and bottlenecks personally experienced as a Hiring Manager with staffing as it relates to yielding an ideal candidate. Training, Development & Career Pathing Create a foundation of training and onboarding frameworks for all roles—especially technicians or field staff-using applied technology. Develop scalable career pathing, using clearly defined KPI and benchmarking metrics for roles, and internal mobility programs to reduce attrition, promote employee engagement, and foster an internal atmosphere of growth while promoting referenced programs in easily referenced and available community channels. Champion leadership development for field managers and emerging leaders. Performance Management & Culture Configuration and implementation of company-wide performance management evaluations, including goal-setting, feedback cycles, reviews, and KPIs. Design programs to instill a culture of accountability, ownership, and continuous improvement. Act as a representation of positive company culture through daily operations and ensure scaling through performance management, with incremental growth, direction, and purpose relative to business goals. HR Infrastructure, Compliance & Employee Relations Manage core HR operations including HRIS selection, regular database and personnel records management, benefits administration, and compliance with all applicable federal and state guidelines Assist with policy development, communication and distribution of all company policy changes, and handling questions or concerns that may arise from related updates. Ensure legal compliance with all applicable labor laws, safety standards, licensing, and workplace regulations. Provide coaching, corrective action (if any), and conflict resolution to leaders and employees alike. Requirements Preferred Experience 5+ years of progressive HR leadership, ideally in fast-growing service, franchise, or distributed workforce environments. Experience building HR systems and organizational structures from the ground up—you’ve done more than maintain; you’ve architected and scaled. Proven success in a recruiting function, with experience recruiting frontline workforces preferred (e.g., field services, blue collar, or hourly sectors). Strong foundation in organizational development, HR & Compliance, L&D, and performance management frameworks. Deep knowledge of multi-state employment law, compliance, benefits, and workforce engagement. High EQ and low ego—able to inspire at all levels within organization and build trust with field teams alike. Builder's mindset: comfortable with ambiguity, fast iteration, and resource-constrained environments.

Responsibilities

The People & Organizational Development Manager will design and implement a best-in-class HR function, focusing on recruiting, training, and performance management. This role requires strategic leadership and hands-on execution in a fast-paced environment.