Director of Human Resources

2ULaundry and LaundroLab are on a mission to create time for the world to focus on the things that matter most - and that probably isn’t laundry! We’re a rapidly growing startup that is rewriting the rules around this time-consuming task by building two complementary brands. With our convenient pick-up and drop-off service and modern, inviting laundromats, we provide people with an effortless and convenient solution to laundry and dry cleaning to give them back time because as we all know, time is valuable.

The Director Of HR Role

As the Director of HR, you will lead the strategic and operational direction of our HR function across multiple states and operations. You’ll drive initiatives around compensation, organizational design, and leadership development—all while ensuring compliance for a large nonexempt workforce.

Reporting directly to the CEO and serving on the executive team, you will own the entire HR strategy, scale our internal processes, and act as a trusted business partner during this critical growth phase. This role will supervise a small team.

This will be a hybrid role and may be based in Charlotte, NC or Austin, TX.

What are the day-to-day responsibilities of the Director of HR role?

• Strategic Leadership & Planning
• Define & Implement HR Strategy: Develop a long-term HR roadmap aligned with organizational objectives.
• Organizational Design & Succession: Evolve company structures and identify high-potential team members for leadership succession.
• Budgeting & Vendor Management: Set and manage the HR budget, negotiate vendor contracts, and ensure cost-effectiveness.
• Strategic Projects: Own and direct department-level and individual strategic projects that support company goals.
• Compensation & Total Rewards
• Philosophy & Structure: Create and maintain fair, competitive compensation frameworks and pay scales.
• Benefits & Incentives: Design and manage bonus, equity, and other incentive programs.
• HR Operations & Compliance
• Multi-State Compliance: Monitor changing regulations, lead policy updates, maintain thorough audit trails, and minimize risk.
• Employee Handbook & Policies: Regularly review and update to reflect the evolving legal landscape and organizational culture.
• Risk Management: Collaborate with legal counsel as needed to address any disputes, claims, or investigations.
• Talent Acquisition & Employer Branding
• Recruitment Strategy: Craft overall talent strategy and oversee creative sourcing, candidate experience, and metrics-driven full-cycle recruiting for both nonexempt and exempt roles.
• Retention & Engagement: Develop targeted strategies to reduce turnover and improve employee satisfaction, including robust onboarding, recognition, and advancement programs.
• Employer Brand: Cultivate and promote our external reputation to attract top talent.
• Diversity, Equity & Inclusion
• DEI Roadmap: Build and champion programs and initiatives that foster an inclusive, equitable workplace.
• Metrics & Reporting: Track progress through key DEI indicators, presenting updates to the leadership team and board as needed.
• Culture & Employee Engagement
• Engagement Initiatives: Design and implement surveys, feedback loops, and action plans that strengthen our culture across dispersed teams.
• Wellness & Safety Programs: Oversee mental health resources, employee assistance programs, and safety policies for all sites.
• Leadership Development & Coaching
• Training Infrastructure: Partner with the L&D Manager to build robust training modules for new hires, managers, and executives.
• Performance Management: Design comprehensive review cycles, goal-setting frameworks, and succession planning.
• Mentoring & Coaching: Provide guidance and support to leaders, fostering a culture of continuous learning and improvement.
• HR Technology & Analytics
• Data-Driven Insights: Analyze turnover, retention, and engagement data; present findings and recommendations to leadership.
• Data Privacy & Security: Ensure that employee data is handled in accordance with all relevant laws and best practices.
• Team Management & Collaboration
• HR Department Oversight: Lead, mentor, and develop the HR team
• Cross-Functional Collaboration: Partner with Finance, Legal, and other departments on cross-functional issues such as budgeting, compliance, and audits.
• Executive/Board Engagement: Provide regular updates on key HR metrics, culture, and strategic initiatives to the executive team and board.
• Franchise Partner Support (Non-Joint Employer)
• Resource Provision: Develop and distribute training materials, toolkits, and reference guides on common HR practices—without providing direct HR services.
• Training Sessions: Offer workshops or webinars on topics like hiring best practices, compliance basics, and employee relations—explicitly labeled as advisory.
• Risk Avoidance: Work to ensure all franchisee communications and resources maintain clear boundaries to avoid joint employer status.
  

Who Is The Ideal Director Of HR

• Driven: A self-starter who is results-oriented, resourceful, and intellectually curious. Takes calculated risks, proactively identifies what needs to be done, and makes it happen with minimal direction.
• Innovative: Thinks outside the box to find solutions, recognizing the importance of transferable skills and challenging “how it’s always been done.” Uses creativity and adaptability to continually improve HR processes.
• Analytical: Focuses on data-driven decision-making by establishing clear KPIs for the HR function and diligently tracking progress. Uses insights to refine strategies and drive measurable improvements.
• Passionate: Deeply cares about the company’s mission, team culture, and talent alignment. Committed to finding the best organizational fit for every hire and fostering a workplace where employees thrive.
• Collaborative: Works seamlessly with stakeholders at all levels, from frontline staff to the executive suite, ensuring alignment on HR initiatives and driving cohesive, company-wide adoption of new programs.
• Business Acumen: Possesses a deep understanding of the company’s financial drivers, market dynamics, and strategic objectives. Ensures HR initiatives align with the broader business model to drive sustainable growth.
  
  

What are the requirements for the Director of HR role?

• Bachelor’s Degree in Business, HR, or related field (Master’s or MBA preferred).
• SHRM-SCP or SPHR strongly preferred.
• 8 years of progressive HR experience with at least 3 years in a strategic leadership role (multi-state environment and large non-exempt population support highly preferred).
• Demonstrated ability to interpret HR metrics and analytics (e.g., turnover, staffing forecasts) to inform strategic decisions and to develop scalable systems that support rapid growth.
• Comfortable working with cross-functional teams and executive stakeholders; strong leadership and project management skills.
• Experienced in using HR technology platforms (HRIS, ATS, etc.) and basic data tools for analysis and reporting.
• Proven track record of designing and executing HR initiatives (compensation, DEI, benefits) in alignment with overall business objectives.
• Deep knowledge of federal, state, and local employment regulations, with an ability to implement policies that minimize legal risk.
• Exceptional verbal and written communication, with the ability to translate complex HR metrics into actionable insights for senior leadership.
• Committed to fostering an inclusive, engaging work environment that reflects the organization’s mission and values.
• A player-coach who is not afraid to roll up their sleeves and get in the weeds when necessary, but can step out and manage the bigger picture.
  
  

What are the perks of being the Director of HR?

• Ability to get in on the ground floor and have a significant impact at one of Charlotte’s fastest growing companies
• Opportunities to grow in the marketing field
• Direct and regular access to thought leaders in the startup, franchising, and laundry industries
• Benefits package that includes medical, dental, and vision insurance, a 401k, and an Employee Assistance Program
• Unlimited PTO policy that our employees actually use!
• Working with a supportive, driven team working to build our startup into a nationally recognized brand
• Free laundry!
  
  

2ULaundry and LaundroLab are equal opportunity employers. We value diversity and strive to create an inclusive environment representative of a variety of backgrounds and experiences. Employment is decided solely on the basis of qualifications, merit, and business need.