Director of HR

This is a fully remote position, open to applicants in United States.

📋 Description

• Take charge of the performance management function, overseeing mid-year and annual cycles, including the design, timelines, communication, execution, and retrospectives.

• Determine the outputs of performance management processes, identify what to discontinue, and assess when modifications are necessary.

• Manage total rewards, which encompasses compensation-band design, benchmarking methodologies, benefits renewals, annual compensation cycles, leveling, and pay alignment.

• Oversee HR compliance, addressing aspects such as multi-state registration, I-9 documentation, employee handbooks, classification, postings, backlog resolution, escalation procedures, and coverage protocols.

• Equip managers with the tools and resources needed for conducting performance conversations and calibration processes.

• Develop playbooks and self-service resources for managerial use.

• Provide continuous support to around thirty front-line managers.

• Identify opportunities to automate manual HR processes and create tools for manager utilization.

• Lead and nurture an HR Business Partner along with a Total Rewards and People Analytics lead.

• Define decision rights for team members and enhance their authority.

• Achieve first-year objectives, including managing the annual cycle, enhancing manager calibration, resolving the compliance backlog, minimizing the time managers spend on cycles, and empowering direct reports' decision-making authority.

⛳️ Requirements

• Comprehensive experience managing the full performance cycle from start to finish multiple times within an organization of over 150 employees.

• Proven background in managing compensation and benefits, including designing bands, establishing benchmarking methodologies, handling benefits renewals, and executing annual compensation cycles.

• Familiarity with HR compliance, covering aspects such as multi-state registration, I-9, handbooks, classification, and postings.

• Experience in creating, implementing, and maintaining a people system through several cycles.

• Demonstrated ability to automate or redesign a people process that enhanced speed while maintaining or improving quality, with successful team adoption.

• Experience in scaling organizations from a comparable size to significantly larger, on multiple occasions.

• Clear instances of coaching, mentoring, and developing a team that resulted in exceptional outcomes.

• Player-coach experience: leading a team while actively contributing to individual work.

• Experience that extends beyond an initial Director-level HR role.

• Capability to work across performance management, total rewards, compliance, manager enablement, and HR tooling.

• Nice to have: insights and examples regarding enhancements in performance management.

• Nice to have: ability to differentiate between process challenges and manager capability issues.

• Nice to have: readiness to address difficult topics during calibration discussions.

🏝️ Benefits

• Remote-first work arrangement.

• Diverse and inclusive team and culture.

• Equal Employment Opportunity workplace.