Ignite Human Capital
Position Overview
We are seeking a seasoned, hands‑on
Director of Human Resources
to serve as a key member of the leadership team and a trusted advisor to the CEO. This role owns and leads the full HR function, translating business strategy into people strategy while building scalable infrastructure, strengthening leadership capability, and cultivating a high‑performing, values‑driven culture.
This is an opportunity for an HR leader who combines strategic perspective with operational execution—someone who can assess, build, and optimize HR systems and programs while partnering closely with executive leadership in a growth‑oriented environment.
Key Responsibilities Strategic Leadership & Executive Partnership
Partner directly with the CEO and senior leaders to align people strategy with business objectives
Serve as a thought partner on organizational design, workforce planning, and leadership development
Translate business priorities into practical, high‑impact HR initiatives that drive performance and engagement
Provide counsel on complex people matters with sound judgment and discretion
HR Operations, Systems & Compliance
Lead all core HR functions including employee relations, compliance, performance management, total rewards, and HR systems
Ensure compliance with all federal, state, and local employment laws, including multi‑state requirements
Own and optimize HRIS and related systems; audit data integrity, documentation, and processes
Assess, refine, and scale HR policies, programs, and infrastructure to support organizational growth
Talent Strategy & Leadership Development
Own the full talent lifecycle including recruiting, onboarding, development, performance management, and succession planning
Partner with leaders to strengthen hiring practices, role clarity, and career paths
Coach managers on employee relations, performance conversations, and team effectiveness
Build leadership capability through structured development programs, feedback mechanisms, and ongoing support
Culture & Employee Experience
Champion a strong, people‑first culture grounded in accountability, inclusion, and engagement
Lead initiatives that enhance the employee experience, retention, and overall organizational health
Act as a trusted resource for sensitive and high‑impact employee matters
HR Function & Team Leadership
Lead, mentor, and develop the HR team, establishing clear goals, accountability, and development pathways
Build a service‑oriented, high‑performing HR function that scales with the business
Develop and maintain an HR roadmap that prioritizes short‑ and long‑term people and infrastructure initiatives
Qualifications
10+ years of progressive HR experience, including senior‑level HR leadership responsibility
Proven experience partnering directly with CEOs and executive leadership teams
Strong background in employee relations, compliance, organizational development, and HR operations
Demonstrated success building or scaling HR infrastructure in a growth environment
High level of judgment, discretion, and executive‑level communication capability
Bachelor’s degree required; advanced degree and/or HR certification (SHRM‑SCP, SPHR) strongly preferred
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Director of Human Resources
to serve as a key member of the leadership team and a trusted advisor to the CEO. This role owns and leads the full HR function, translating business strategy into people strategy while building scalable infrastructure, strengthening leadership capability, and cultivating a high‑performing, values‑driven culture.
This is an opportunity for an HR leader who combines strategic perspective with operational execution—someone who can assess, build, and optimize HR systems and programs while partnering closely with executive leadership in a growth‑oriented environment.
Key Responsibilities Strategic Leadership & Executive Partnership
Partner directly with the CEO and senior leaders to align people strategy with business objectives
Serve as a thought partner on organizational design, workforce planning, and leadership development
Translate business priorities into practical, high‑impact HR initiatives that drive performance and engagement
Provide counsel on complex people matters with sound judgment and discretion
HR Operations, Systems & Compliance
Lead all core HR functions including employee relations, compliance, performance management, total rewards, and HR systems
Ensure compliance with all federal, state, and local employment laws, including multi‑state requirements
Own and optimize HRIS and related systems; audit data integrity, documentation, and processes
Assess, refine, and scale HR policies, programs, and infrastructure to support organizational growth
Talent Strategy & Leadership Development
Own the full talent lifecycle including recruiting, onboarding, development, performance management, and succession planning
Partner with leaders to strengthen hiring practices, role clarity, and career paths
Coach managers on employee relations, performance conversations, and team effectiveness
Build leadership capability through structured development programs, feedback mechanisms, and ongoing support
Culture & Employee Experience
Champion a strong, people‑first culture grounded in accountability, inclusion, and engagement
Lead initiatives that enhance the employee experience, retention, and overall organizational health
Act as a trusted resource for sensitive and high‑impact employee matters
HR Function & Team Leadership
Lead, mentor, and develop the HR team, establishing clear goals, accountability, and development pathways
Build a service‑oriented, high‑performing HR function that scales with the business
Develop and maintain an HR roadmap that prioritizes short‑ and long‑term people and infrastructure initiatives
Qualifications
10+ years of progressive HR experience, including senior‑level HR leadership responsibility
Proven experience partnering directly with CEOs and executive leadership teams
Strong background in employee relations, compliance, organizational development, and HR operations
Demonstrated success building or scaling HR infrastructure in a growth environment
High level of judgment, discretion, and executive‑level communication capability
Bachelor’s degree required; advanced degree and/or HR certification (SHRM‑SCP, SPHR) strongly preferred
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