Director of People & Culture

Accountabilities: Act as a strategic HR business partner to senior leadership, advising on employee relations, leadership effectiveness, team dynamics, workforce decisions, and organizational priorities. Lead, mentor, and develop the People & Culture team, promoting collaboration, accountability, and high-quality HR support across the organization. Maintain and improve the job classification framework, including job titles, responsibilities, role structures, and compensation considerations, in partnership with leadership and Business Operations. Design and enhance onboarding processes to ensure new employees understand the organization's culture, expectations, responsibilities, and available resources. Oversee consistent offboarding practices, including exit interviews and employee feedback analysis, to identify trends, mitigate risks, and improve retention. Strengthen performance management practices by equipping leaders with effective tools and guidance for setting expectations, providing feedback, supporting employee development, and managing performance concerns. Oversee performance improvement plans, corrective actions, and documentation processes to ensure fairness, consistency, and accountability. Drive the development of early-career talent initiatives, including internship programs, mentorship opportunities, professional development, and long-term talent pipeline strategies. Develop and implement employee engagement and recognition programs that reinforce organizational values, strengthen workplace connections, and celebrate employee contributions. Use employee data, feedback, and organizational trends to advise leadership on talent management, engagement, performance, retention, and workforce planning. Facilitate succession planning and talent reviews by identifying critical roles, assessing employee potential, supporting career development, and ensuring organizational continuity. Partner with leadership to implement and administer employee benefit programs while improving employee awareness, understanding, and utilization of available offerings. Ensure HR policies, practices, and employment decisions comply with applicable federal and multi-state employment laws and align with remote-first workplace requirements. Lead timely, thorough, and impartial workplace investigations involving employee complaints, harassment, discrimination, retaliation, misconduct, and policy violations, ensuring appropriate documentation and follow-up actions. Oversee workplace accommodations and protected leave processes, collaborating with employees, managers, and legal counsel when appropriate to ensure confidentiality, consistency, and regulatory compliance. Take ownership of additional HR initiatives and responsibilities as organizational priorities evolve. Requirements: At least 6 years of progressive Human Resources experience, including a minimum of 3 years in an HR leadership position or senior HR business partner role. Demonstrated experience managing, mentoring, or leading HR team members. Hands-on experience conducting workplace investigations and managing protected leave requests and workplace accommodations. Strong working knowledge of federal and multi-state employment laws and regulations. Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent professional experience. Practical experience developing career path frameworks, performance benchmarking tools, and talent assessment processes to support leadership decisions. Proven ability to design, implement, and continuously improve structured employee onboarding procedures. Experience developing job classification frameworks or compensation structures is an advantage. Previous experience working in remote-first, distributed, or multi-site organizations is preferred. Background in project-based, technology, engineering, or similarly complex business environments is a plus. Professional HR certifications or relevant industry qualifications are desirable. Key Competencies & Skills: Trusted Advisor: Builds credibility and establishes strong, productive relationships with employees and senior leaders. Sound Judgment: Handles confidential, sensitive, and complex employee matters with discretion, professionalism, and confidence. Proactive Mindset: Anticipates organizational needs, identifies opportunities for improvement, and takes initiative. Business Acumen: Connects HR strategies and people-related decisions to broader organizational objectives and business priorities. Communication Skills: Communicates clearly, provides constructive guidance, and navigates challenging conversations effectively. Employee-Centered Approach: Demonstrates empathy, fairness, and consistency when addressing employee needs and workplace matters. Analytical Thinking: Uses workforce data, employee feedback, and organizational trends to develop informed recommendations. Collaboration: Builds effective partnerships and works successfully across departments and leadership teams. Adaptability: Responds effectively to changing priorities and ambiguity with a practical, solutions-oriented approach. Accountability: Takes ownership of responsibilities, follows through on commitments, and consistently delivers high-quality results. Continuous Improvement: Demonstrates a growth mindset and actively seeks opportunities to enhance HR processes and the employee experience. Benefits: Competitive Compensation: Annual base salary ranging from $125,000 to $155,000, depending on experience, skills, and qualifications. Annual Bonus: Eligibility for an additional discretionary annual bonus. Remote Work Flexibility: Remote-first working environment, with flexibility designed to support work-life balance. Healthcare Coverage: Comprehensive medical, dental, and vision insurance plans. Financial Protection: Life insurance and short- and long-term disability benefits. Retirement Planning: Access to a 401(k) retirement savings plan. Wellness Programs: Wellness discount programs designed to support employee health and well-being. Paid Parental Leave: Paid parental leave available after one year of service. Paid Time Off: Three weeks of paid vacation annually. Company Holidays: Twelve paid company holidays each year. Inclusive Workplace: Join a diverse and welcoming team committed to equal employment opportunities, inclusion, and respect for different perspectives. Career Development: Access to continuous learning, professional development, and opportunities for long-term career growth. Global Collaboration: Work alongside international colleagues on innovative, technology-driven projects across multiple industries. How Jobgether works: We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team. We appreciate your interest and wish you the best! Why Apply Through Jobgether? Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time. #LI-CL1