HR Director

Summary: The HR Director will serve as a strategic advisor to senior leadership and a cross-functional partner to operational teams, ensuring that people-related strategies effectively support business performance. This role is responsible for building an HR infrastructure that enables scale, fosters accountability, and enhances the employee experience at all levels. The ideal candidate brings a balanced approach to leadership, capable of navigating complex workforce dynamics while implementing practical solutions that strengthen culture, drive retention, and promote long-term organizational health.

Responsibilities

• Partner with executive leadership to design and execute people strategies that support organizational growth and adaptability.
• Serve as a key advisor on organizational development, workforce design, and leadership capability.
• Provide insight and counsel on key business initiatives with talent implications, ensuring alignment between people and performance.
• Develop and implement scalable recruitment strategies, with emphasis on high-volume and project-based hiring.
• Drive succession planning and internal mobility efforts to strengthen leadership pipelines.
• Support integration of new talent into the organization through structured onboarding and alignment with company culture.
• Partner with operations and frontline leadership to foster a collaborative, high-performance work environment.
• Design programs that improve engagement, reduce turnover, and elevate the employee experience in a labor-intensive context.
• Implement consistent performance management practices that encourage continuous feedback and goal alignment.
• Identify skills gaps and develop training frameworks to build capability across key roles, especially frontline and supervisory staff.
• Evaluate and manage compensation structures to ensure market competitiveness and internal equity.
• Manage employee benefits programs, including health coverage, wellness initiatives, and applicable retirement plans.
• Support business changes (restructuring, expansions, systems implementation) with clear communication and structured planning.

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s preferred.
• 8–10 years of progressive HR experience, with at least 3 years in a leadership role.
• Demonstrated ability to balance strategic oversight with operational execution in dynamic environments.
• Experience managing HR functions in labor-intensive, compliance-driven settings.
• Strong interpersonal, negotiation, and influencing skills.
• Full professional fluency in English and Spanish.

Key Competencies:

• Strategic HR leadership with a focus on transformation and business alignment.
• Process simplification and optimization across the employee lifecycle.
• Culture building rooted in values, purpose, and operational needs.
• Change management with clear, consistent communication.
• Talent integration and focus on frontline employee experience.
• Strong labor relations and conflict resolution capabilities.
• High emotional intelligence and cross-level relationship building.
• Ethics-driven decision making with strong compliance orientation.