Director of Human Resources

Director of Human Resources
Location: Remote with periodic travel

Executive Summary
We are seeking a dynamic and experienced Strategic Human Resources Lead to build and scale HR systems across a growing, multi-state organization. This individual will be a trusted partner to senior leadership, aligning HR strategy with broader organizational goals. They will bring deep expertise in employee engagement, compliance, onboarding, HR analytics, and workforce operations—especially in a multi-jurisdictional context.

The ideal candidate is both strategic and hands-on, with a strong grasp of employment law, operational rigor, and a passion for creating a consistent and high-quality employee experience from day one.

Key Responsibilities

Strategic HR Leadership

• Serve as a strategic advisor to the executive team on people-related matters, organizational structure, and long-term HR planning.
• Develop and implement scalable HR systems, policies, and processes across multiple states.
• Drive organizational culture and change initiatives that reflect company values and strategic priorities.
  

Onboarding & Employee Experience

• Own and enhance the entire onboarding experience, ensuring it is consistent, engaging, and compliant across all jurisdictions.
• Partner with hiring managers to prepare onboarding plans tailored to roles and departments.
• Implement systems and tools that automate onboarding workflows and support employee integration, training, and early engagement.
• Monitor new hire feedback and metrics to continually improve the onboarding process and retention outcomes.
• Build clear documentation and communication processes to ensure new hires understand policies, benefits, responsibilities, and cultural expectations.
  

Employee Relations & Culture

• Partner with department leaders to support day-to-day employee needs and uphold a positive and compliant workplace culture.
• Address complex employee relations issues, ensuring fair and legally sound outcomes.
• Lead employee engagement initiatives that promote retention, morale, and organizational alignment.
  

Compliance & Risk Management

• Maintain current knowledge of employment laws and HR practices in all relevant states.
• Ensure HR policies, procedures, and employee handbooks are compliant with federal and multi-state regulations.
• Guide managers on compliant practices around wage & hour, leaves, accommodations, and other employment matters.
  

Compensation & Benefits

• Administer compensation and benefit programs with a focus on equity and competitiveness.
• Oversee benefits enrollment, vendor relationships, and compliance-related filings.
• Support employee education around benefits and policies.
  

Learning, Development & Career Growth

• Design and implement scalable learning and development programs that support individual and organizational growth in a rapidly evolving environment.
• Partner with department leaders to identify role-specific and cross-functional training needs.
• Build frameworks for career pathing and internal mobility, ensuring employees have visibility into growth opportunities.
• Introduce development plans for high-potential employees and new managers to support leadership pipeline development.
• Lead initiatives to build a coaching culture across the organization.
• Ensure compliance training is up to date and accessible across all states and roles.
• Continuously evaluate and improve learning programs based on feedback, participation, and performance metrics.
  

HR Analytics & Workforce Planning

• Leverage HR data to provide strategic insights into employee engagement, turnover, compensation equity, and workforce planning.
• Develop and track KPIs related to hiring, onboarding, engagement, retention, and DEI metrics.
• Partner with leadership to build dashboards and reporting systems that guide decision-making.
• Forecast talent needs and assess organizational readiness in alignment with business growth and expansion plans.
• Analyze trends and make data-informed recommendations to proactively address people-related challenges.
  

Systems & Operations

• Manage HRIS and payroll processing
• Streamline HR documentation and operational procedures for scalability.
• Lead or support internal HR audits and external compliance requests.

Required Skills & Experience

• 10 years of progressive HR experience, including multi-state exposure.
• Bachelor’s degree in HR, Business Administration, or related field; Master’s degree or certification (SHRM-SCP/SPHR) preferred
• In-depth knowledge of federal and state-specific employment law.
• Strong operational skills, with a systems mindset and attention to detail.
• High emotional intelligence and excellent interpersonal communication.
• Proficiency with HRIS platforms, payroll systems, and Google Workspace.
• Strong project management and prioritization abilities.
• Discretion in handling sensitive information.

Compensation & Benefits

• Competitive annual salary.
• Generous paid time off (vacation, sick, and federal holidays).
• Comprehensive health, dental, and vision benefits.
• 401(k) plan with employer match.
• Employer-paid short- and long-term disability insurance.
• Cell phone stipend and mileage reimbursement.
• Remote work flexibility with opportunities for in-person collaboration.