Human Resources Director

Company Overview

Ultra Defense Corp is a privately held defense business based in Tampa, Florida. It operates domestic manufacturing facilities and supports American national security interests around the world. The company has been led by the same ownership and management team throughout its 15+ year history and is now moving into a major growth phase. A recently introduced product line, aligned with the Pentagon’s priorities in advanced technology and domestic manufacturing, is driving expansion. The organization offers the energy of an entrepreneurial environment together with the stability and benefit package that experienced professionals typically expect.

Role Summary

This newly created leadership position will establish and run a complete HR function for a growing, multi-location organization. Reporting to executive leadership and working alongside the current HR management team, the HR Director will design, roll out, and continuously improve the company’s people policies, systems, and processes. The role requires someone who is comfortable building core HR infrastructure while also handling day-to-day operations, all while supporting the business through rapid expansion.

Position Details

Reports to: Chief Executive Officer

Employment type: Full-time

Work location: Tampa, Florida

Travel: Occasional travel to company sites in Kansas City, Missouri and Marshall, Texas

HR Infrastructure and Policy Development

You will evaluate the company’s current HR practices, documentation, and compliance position across all three locations. From there, you will create and implement the full HR framework, including the employee handbook, policies, and SOPs that align with federal law and the relevant state requirements for every site. The role also includes setting up uniform HR processes across locations while allowing for legitimate site-specific differences, and choosing, implementing, and managing an HRIS that fits the company today and can scale with future growth.

Talent Acquisition and Onboarding

The Director will build a structured and repeatable hiring process that can support aggressive growth goals. Responsibilities include writing effective job descriptions, establishing compensation benchmarks, and creating interview guides to attract and assess strong candidates. You will also design an onboarding program that helps new hires become productive quickly and strengthens company culture from day one.

Compensation and Benefits

This role calls for a compensation review and the development of a formal pay structure that is fair, market-competitive, and financially sustainable in an inflationary environment. You will also lead a strong benefits program, including annual renewals, vendor management, employee communications, and open enrollment. In addition, you will make sure pay and benefits practices help the company compete for top talent while staying compliant with wage and hour laws.

Employee Relations and Culture

You will act as the main HR contact for employees in Florida and Texas and for managers in Missouri when workplace questions, concerns, or disputes arise. The position includes promptly and objectively investigating employee complaints and workplace issues, supporting a positive and inclusive environment, and helping leadership define and reinforce the company’s values and culture. You will also help represent the company at career fairs, volunteer programs, and community events.

Performance Management

The role includes designing a performance management system that covers goal setting, ongoing feedback, and a clear, meaningful annual review process. You will train and coach managers on effective performance practices and create structured procedures for handling performance concerns, including progressive discipline and proper documentation.

Learning and Development

You will assess organizational training needs and source or create learning solutions that address them. Another key part of the job is building management development pathways that prepare high-potential employees for future leadership roles as the business expands. You will also ensure that required compliance training, such as harassment prevention and safety training, is completed and properly recorded.

Legal Compliance and Risk Management

The HR Director must ensure all people practices comply with applicable federal, state, and local laws, including FLSA, FMLA, ADA, EEOC, OSHA, and multi-state obligations. You will maintain accurate and legally sound employee records, serve as the main contact for HR audits, agency inquiries, and legal matters, and coordinate with outside counsel when needed. The role also includes identifying HR risks early and putting corrective actions in place before issues escalate.

HR Reporting and Executive Partnership

You will build regular HR reporting for executive leadership, including metrics such as headcount, turnover, time-to-fill, and engagement trends. The data should be translated into practical insights that support workforce planning and business decisions. As a trusted leadership partner, you will participate in strategic planning and provide direct, informed guidance on people-related issues and risk.

Required Qualifications

The ideal candidate holds a bachelor’s degree in Human Resources, Business Administration, or a related field, along with at least 7 years of progressive HR experience. At least 3 of those years should be in an HR management or generalist leadership position. The company is looking for someone who has helped build or substantially rebuild an HR function rather than only maintain an existing one. Strong knowledge of federal employment law and multi-state HR compliance is required, along with the ability to independently assess needs, create solutions, and implement them. Experience guiding organizations through significant growth or change, strong communication and conflict-resolution skills, and a high level of discretion and judgment are also essential.

Preferred Qualifications

Professional HR certifications such as PHR, SPHR, SHRM-CP, or SHRM-SCP are preferred. Additional advantages include experience in a multi-site or distributed workforce setting, familiarity with HRIS selection and implementation, and prior work in defense, aerospace, or similarly operational environments.

Success Profile

The right person for this role is proactive, comfortable working through ambiguity, and motivated by building durable systems that function well over time. This person should have an entrepreneurial mindset, be able to assess gaps, define what strong looks like, and steadily improve processes. Trust is earned through openness, integrity, and consistent follow-through. The role suits someone who sees HR as a service function and genuinely enjoys helping people and organizations succeed. Confidence in advising executives, coaching managers, and supporting frontline employees is important.

Additional Requirements

Periodic travel is required, estimated at 20% to 30% initially. The selected candidate must be able to handle sensitive and confidential information with complete discretion. This position is not open to remote-only candidates; work must be onsite or hybrid.