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) #J-18808-Ljbffr