HR Director

Role Overview

• 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)