Direct Recruiters Inc.
Client Summary
Operates as a technology-enabled pharmacy supporting modern care delivery models.
Works closely with digital health organizations to support prescription fulfillment.
Provides scalable fulfillment services across a broad geographic footprint.
Uses technical integrations to align with partner platforms and workflows.
Maintains industry standards and credentials to support compliant operations.
Position Responsibilities HR Strategy & Leadership
Develop and execute an HR strategy aligned with organizational goals while remaining highly hands‑on due to a small HR team structure.
Serve as a strategic advisor to the CEO and senior leadership team on workforce planning, culture, compliance, and organizational design.
Lead, mentor, and develop HR team, ensuring effective delegation and operational excellence.
Employee Relations
Act as the primary escalation point for complex and high‑risk employee relations matters across all divisions and locations.
Conduct and oversee investigations, conflict resolution efforts, disciplinary actions, and performance management processes.
In partnership with PEO co‑employer, ensure consistent policy application and compliance with federal, state, and local employment laws.
Recruiting & Workforce Planning
In partnership with Sr Recruiter, ensure hiring processes are efficient, compliant, and aligned with business needs.
Build strong partnerships with internal leaders to forecast workforce needs and develop staffing models that support operational volume and growth.
Monitor headcount levels, turnover trends, and staffing gaps. Recommend fiscally responsible solutions to maintain proper staffing for operational demands.
Policies & Processes
Maintain and update the employee handbook, HR policies, and internal processes to remain compliant and aligned with business needs.
Partner with the PEO to ensure policies are integrated correctly within the co‑employment framework.
Develop, maintain, and improve HR SOPs across the employee lifecycle to ensure consistency and efficiency.
Oversee HR administrative processes—including onboarding, offboarding, and HRIS workflows—working collaboratively with PEO support teams.
Buy‑in to the CEO's culture is essential
Collaborate with the CEO to ensure the team fully understands and embraces principles and core values.
Act as a steward of the CEO's vision, ensuring all organizational efforts align with these values.
Experience & Skills Required Experience and Qualifications
Bachelor’s degree in HR, Business, or related field—Master’s or HR certification (SPHR/SHRM‑SCP) preferred.
10+ years of progressive HR leadership experience, including experience in small‑company or lean‑team settings.
Strong experience managing employee relations caseloads and conducting investigations.
Expertise in medical benefits, leave administration, and multi‑state employment laws.
Experience supporting multiple divisions and multi‑location operations.
Strong relationship‑building skills and proven ability to partner with CEOs and senior leaders.
Ability to balance strategic thinking with hands‑on execution.
Preferred Experience and Qualifications
Experience with CA‑based employees strongly preferred.
Experience working within a PEO model preferred.
Background supporting operational, manufacturing, or industrial businesses is a strong plus.
Compensation $175k, Health Insurance, 401k, Paid Vacation
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Operates as a technology-enabled pharmacy supporting modern care delivery models.
Works closely with digital health organizations to support prescription fulfillment.
Provides scalable fulfillment services across a broad geographic footprint.
Uses technical integrations to align with partner platforms and workflows.
Maintains industry standards and credentials to support compliant operations.
Position Responsibilities HR Strategy & Leadership
Develop and execute an HR strategy aligned with organizational goals while remaining highly hands‑on due to a small HR team structure.
Serve as a strategic advisor to the CEO and senior leadership team on workforce planning, culture, compliance, and organizational design.
Lead, mentor, and develop HR team, ensuring effective delegation and operational excellence.
Employee Relations
Act as the primary escalation point for complex and high‑risk employee relations matters across all divisions and locations.
Conduct and oversee investigations, conflict resolution efforts, disciplinary actions, and performance management processes.
In partnership with PEO co‑employer, ensure consistent policy application and compliance with federal, state, and local employment laws.
Recruiting & Workforce Planning
In partnership with Sr Recruiter, ensure hiring processes are efficient, compliant, and aligned with business needs.
Build strong partnerships with internal leaders to forecast workforce needs and develop staffing models that support operational volume and growth.
Monitor headcount levels, turnover trends, and staffing gaps. Recommend fiscally responsible solutions to maintain proper staffing for operational demands.
Policies & Processes
Maintain and update the employee handbook, HR policies, and internal processes to remain compliant and aligned with business needs.
Partner with the PEO to ensure policies are integrated correctly within the co‑employment framework.
Develop, maintain, and improve HR SOPs across the employee lifecycle to ensure consistency and efficiency.
Oversee HR administrative processes—including onboarding, offboarding, and HRIS workflows—working collaboratively with PEO support teams.
Buy‑in to the CEO's culture is essential
Collaborate with the CEO to ensure the team fully understands and embraces principles and core values.
Act as a steward of the CEO's vision, ensuring all organizational efforts align with these values.
Experience & Skills Required Experience and Qualifications
Bachelor’s degree in HR, Business, or related field—Master’s or HR certification (SPHR/SHRM‑SCP) preferred.
10+ years of progressive HR leadership experience, including experience in small‑company or lean‑team settings.
Strong experience managing employee relations caseloads and conducting investigations.
Expertise in medical benefits, leave administration, and multi‑state employment laws.
Experience supporting multiple divisions and multi‑location operations.
Strong relationship‑building skills and proven ability to partner with CEOs and senior leaders.
Ability to balance strategic thinking with hands‑on execution.
Preferred Experience and Qualifications
Experience with CA‑based employees strongly preferred.
Experience working within a PEO model preferred.
Background supporting operational, manufacturing, or industrial businesses is a strong plus.
Compensation $175k, Health Insurance, 401k, Paid Vacation
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