HR Director

Role overview

This is a senior HR leadership opportunity with a partner organization based in the United States. The role is intended for an experienced people leader who can shape and expand the company’s people strategy as the business grows across a distributed, remote-first setup.

You will guide the HR function across several disciplines, making sure policies, systems, and programs scale effectively without adding unnecessary complexity. The position blends executive advisory work with practical execution, so you should be comfortable handling both high-level strategy and day-to-day operational issues. A major part of the job is partnering with senior leaders on organizational structure, talent planning, and performance systems so they support long-term business goals. You will also help build an HR foundation that enables growth, supports managers, and strengthens employee experience across time zones.

Key accountabilities

• Set and run the overall HR strategy in a way that supports business growth and works well for a distributed workforce.
• Create and maintain a multi-year HR plan covering talent, performance, compensation, employee relations, and HR operations.
• Work with executive leadership to turn business priorities into concrete people initiatives with measurable results.
• Design practical HR processes, tools, and policies that can scale as the company expands while staying streamlined.
• Oversee HR operations, compliance, employee records, and policy management across federal, state, and local rules.
• Build and improve performance management systems, including goals, feedback cycles, career development, and performance improvement plans.
• Partner on compensation and benefits strategy to keep pay competitive and internally fair.
• Lead, coach, and develop the HR team while encouraging accountability, service orientation, and ongoing improvement.
• Serve as a trusted advisor to senior leaders on employee relations, organizational design, and other sensitive people matters.

Requirements

The ideal candidate will be a seasoned HR leader who has scaled HR capabilities in complex, fast-growing settings and can balance strategic thinking with hands-on execution.

• At least 10 years of progressive HR experience, including senior leadership responsibility in growing or complex organizations.
• Proven success in expanding HR functions from smaller teams into more structured, larger environments.
• Broad experience across employee relations, compensation, performance management, recruiting, and HR operations.
• Strong ability to partner with senior executives and influence business decisions.
• Background in high-growth or rapidly scaling organizations, with exposure to organizational design and change management.
• Sound judgment and discretion when dealing with sensitive employee and leadership issues.
• Data-oriented approach, with the ability to use HR metrics to guide decisions and recommend improvements.
• Strong communication skills and the ability to explain complex or sensitive topics clearly to different audiences.
• Comfort working across remote teams and multiple time zones.
• Ability to build HR systems that are both scalable and flexible.

Benefits and additional details

• Expected salary range: $150,000 to $230,000 per year.
• Remote-first working style with flexible collaboration across time zones.
• Opportunity to lead a company-wide HR transformation and scaling effort.
• Exposure to executive decision-making and high-impact organizational initiatives.
• Collaborative, high-performance culture centered on ownership and accountability.
• Minimal travel is expected, approximately 1 to 2 weeks per year.
• Competitive benefits package that includes healthcare, retirement, and employee support programs.

Application and data processing notes

This role is shared on behalf of a partner employer, and that company manages applications and next steps. Applications are reviewed through a matching process that is designed to assess fit against the role’s core requirements before a shortlist is shared with the hiring employer. Interviews, assessments, and final hiring decisions are handled by the employer’s internal team.

Submitting an application means your personal data may be processed for candidate evaluation and shared with the hiring employer. The processing is based on legitimate interest and pre-contractual measures under applicable data protection laws, including GDPR. You may request access, correction, deletion, or objection at any time.

AI tools may be used to support parts of the hiring workflow, such as reviewing applications, analyzing resumes, or checking for inconsistencies in submitted materials. These tools assist the recruitment team but do not replace human judgment, and final hiring decisions are made by people.