About the role
Director of Human Resources provides senior-level leadership and strategic direction for all human resources functions across the organization. This role serves as a key advisor to executive leadership, translating business strategy into scalable people practices while ensuring operational excellence, compliance, and organizational effectiveness.
The Director is accountable for end-to-end HR strategy, governance, and execution, including workforce planning, compensation and performance programs, compliance reporting, leadership development, change management, and employee engagement. This role owns both the long-term people roadmap and the day-to-day rigor required to operate a complex, changing organization.
What you'll do
Strategic Leadership & Governance
- Lead and execute the company’s HR strategy aligned to business objectives and growth plans.
- Partner with executive and senior leadership to support organizational design, workforce planning, and change management initiatives.
- Prepare and deliver monthly executive-level HR reporting, including headcount, talent risks, and related people KPI’s.
- Own HR budgeting, headcount forecasting, and approval processes.
- Provide direct support and counsel to senior leadership on people, performance, and organizational matters.
- Serve as the primary point of accountability for HR vendor management and external partnerships.
Compensation, Incentives & Workforce Planning
- Design and manage compensation strategies including merit cycles, benchmarking, and internal equity reviews.
- Develop, document, and roll out variable compensation and bonus plans across functions.
- Partner with Finance and leadership to model workforce and compensation impacts tied to business performance.
Talent, Performance & Development
- Own leadership development and talent development strategy, including succession planning and 9-box assessments.
- Lead performance management strategy and execution, including annual review cycles, calibration, merit allocation, and system configuration.
- Oversee employee relations matters including investigations, corrective actions, documentation, and legal coordination.
- Conduct and analyze exit interviews and provide actionable insights to leadership.
- Maintain and evolve job descriptions, career paths, and role clarity across the organization.
Compliance, Risk & Reporting
- Ensure compliance with all federal, state, and local employment laws and regulations.
- Own annual and ongoing compliance reporting, including but not limited to EEO-1, CA Pay Data, wage reporting, 401(k) audit support, OSHA, DOL, and EEOC requirements.
- Maintain up-to-date knowledge of employment law, regulatory changes, and HR best practices, translating them into policies and operational processes.
Engagement, Communication & Culture
- Develop and execute company-wide communication and engagement strategies.
- Lead employee engagement initiatives, surveys, and action planning.
- Own company-wide calendars and programs including town halls, team huddles, holiday schedules, and internal communications cadence.
- Partner with Safety leadership to develop, finalize, and roll out safety strategies, SOPs, and training programs.
Payroll, Benefits, Systems & Administration
- Provide execution oversight for multi-state payroll operations covering both hourly and salaried employee populations, ensuring accurate, timely processing and compliance with all federal, state, and local tax, wage, and hour requirements.
- Ensure compliance with payroll-related regulations, including tax filings, wage reporting, garnishments, audits, and coordination with Finance and external vendors.
- Oversee benefits administration and vendor relationships, including open enrollment, post-enrollment reporting, and ongoing plan governance.
- Serve as executive owner for HR systems (including Rippling and NetSuite integrations), HR dashboards, payroll data integrity, and system-driven compliance.
- Approve HR- and payroll-related invoices and manage HR spend in partnership with Finance.
Change Management & Corporate Communications
- Serve as the organizational lead for change management, ensuring people, process, and communication considerations are fully integrated into all major business initiatives.
- Act as the internal corporate communications owner, developing and executing clear, consistent, and timely messaging for company-wide changes, initiatives, and leadership priorities.
- Translate business strategy, system changes, and organizational decisions into employee-facing communications that drive understanding, adoption, and engagement.
- Partner closely with executive leadership to advise on messaging, sequencing, and change impact, serving as a trusted communications and change counsel.
- Establish communication frameworks, cadence, and standards to support operational changes, system implementations, and ongoing organizational evolution.
Qualifications
- Minimum of 7–10 years of progressive human resources leadership experience, including strategic HR management.
- Demonstrated experience partnering with executive leadership..
- Strong background in compensation design, performance management, compliance, and change management.
- HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.
- Proven ability to lead complex projects and manage competing priorities.
- Excellent verbal, written, and executive-level communication skills.
- Strong analytical, organizational, and problem-solving capabilities.
- Experience with HRIS platforms and data-driven reporting; Rippling experience a plus..