HR Director

• Set and lead our HR strategy • Develop a multi-year HR roadmap aligned with company growth, organizational design, and evolving business priorities • Translate strategy into clear goals, plans, and metrics across recruiting, HR operations, total rewards, employee relations, and development • Partner closely with executive leadership to align people initiatives with company strategy • Take our HR department from “small company” to “large company” readiness—building processes, tools, and structure without losing our people-first culture • Design and implement scalable systems, processes, and policies that support a growing, distributed organization • Build and evolve the HR team over time to support increasing complexity and scale • Implement and optimize HR systems, analytics, and reporting to support data-driven decision making • Oversee HR operations, including employee data, policies, documentation, and HR ticketing/inquiry channels • Ensure compliance with federal, state, and local employment laws across our distributed workforce, partnering with Legal as needed • Maintain and evolve our employee handbook and HR policies • Partner with leaders to define role expectations, career paths, and performance standards across the company • Guide and improve performance management processes, including feedback, reviews, and performance improvement plans • Support managers in handling employee relations issues in a fair, consistent, and timely way • Partner with Finance and executive leadership on salary structures, market benchmarking, and pay practices that support growth and internal equity • Oversee compensation review processes in partnership with leadership • Collaborate on benefits strategy to ensure offerings remain competitive and aligned with employee and business needs • Manage and develop HR team members, providing coaching, feedback, and growth opportunities • Foster a culture of service, collaboration, and continuous improvement within HR and across the organization • Serve as a trusted advisor to leadership on people-related decisions Requirements • 10+ years of progressive HR experience, including significant leadership responsibility in a growing organization • Demonstrated experience scaling an HR function from a smaller company (or business unit) to a significantly larger, more complex organization • Proven track record as a strategic HR partner to senior leaders, with the ability to influence decisions at the organizational level • Experience working within high-growth companies is strongly preferred (e.g., board exposure, value creation planning, or rapid scaling environments) • Broad experience across multiple HR domains (e.g., people operations, employee relations, performance management, compensation, and recruiting)