Head of Human Resources
Position Summary
A growing organization is seeking an experienced Head of Human Resources to lead and execute its people strategy while overseeing all aspects of the employee lifecycle. Reporting to the Chief Financial Officer, this individual will serve as a trusted advisor to executive leadership, ensuring that HR priorities align with the organization’s business objectives and support a high-performing, engaged, and compliant workforce.
The Head of Human Resources will provide strategic and hands-on leadership across talent acquisition, employee relations, compensation and benefits, payroll, performance management, learning and development, compliance, organizational effectiveness, and employee engagement. This leader will also manage and develop a small Human Resources team.
This is a confidential search. Additional information about the organization will be shared with qualified candidates as they progress through the process.
Key Responsibilities
HR Strategy and Organizational Leadership
- Develop and execute a comprehensive people strategy aligned with the organization’s business priorities and growth objectives.
- Serve as a trusted advisor to executive leadership on organizational, workforce, and employee matters.
- Translate business needs into practical and scalable HR programs, policies, and processes.
- Identify opportunities to strengthen HR operations, systems, organizational effectiveness, and the overall employee experience.
- Present HR initiatives, organizational updates, and relevant workforce metrics to employees and leadership.
- Lead and develop a small Human Resources team.
Talent Acquisition and Workforce Planning
- Lead full-cycle recruitment activities across the organization.
- Partner with hiring leaders to identify workforce needs and develop effective recruiting strategies.
- Develop and maintain accurate job descriptions and position requirements.
- Review candidate qualifications and participate in interview and selection processes.
- Lead employment offer development and compensation negotiations.
- Manage external recruiting partnerships, including agency selection and contract negotiations.
- Continuously improve recruiting processes to attract and retain high-quality talent.
Benefits Administration
- Oversee the organization’s employee benefits programs.
- Lead the annual open enrollment process and employee benefits communications.
- Partner with benefits brokers on renewals, plan design, benchmarking, and program evaluation.
- Collaborate with Finance on benefits budgeting, forecasting, and cost management.
- Ensure benefits information is accurately maintained within the organization’s HRIS.
- Administer disability, leave of absence, parental leave, and other employee leave programs.
- Evaluate and implement competitive benefits and employee wellness offerings.
Learning and Leadership Development
- Design and implement organization-wide learning and development strategies.
- Manage online learning platforms and other employee development resources.
- Create internal training materials, educational resources, and required compliance programs.
- Develop leadership training and manager capability-building initiatives.
- Identify opportunities to support employee development, career growth, and succession planning.
- Manage programs designed to identify and develop high-potential employees.
Onboarding and Offboarding
- Lead onboarding programs that deliver a consistent and engaging new-hire experience.
- Oversee employee offboarding processes to ensure professional, compliant, and well-managed transitions.
- Continuously evaluate and improve onboarding and offboarding practices.
- Develop programs that support early employee integration, connection, and productivity.
Payroll Administration
- Oversee payroll processing to ensure employees are paid accurately and on time.
- Maintain compliance with applicable payroll laws, regulations, and internal controls.
- Partner with Finance to reconcile payroll information and resolve payroll-related matters.
- Ensure the accuracy and integrity of payroll and employee data within the HRIS.
Employee Engagement and Culture
- Develop and execute employee engagement initiatives that strengthen organizational culture.
- Plan and oversee employee events, communications, and recognition programs.
- Design, administer, and analyze employee engagement and satisfaction surveys.
- Translate employee feedback into actionable recommendations.
- Develop programs that improve employee engagement, retention, and organizational connection.
Employee Relations
- Serve as the primary advisor on employee relations matters.
- Conduct fair, timely, thorough, and confidential workplace investigations.
- Maintain appropriate documentation related to employee matters.
- Oversee performance improvement plans, corrective actions, and other performance-related processes.
- Coach managers on employee relations, performance management, and workforce issues.
- Partner with employment counsel when appropriate.
Performance Management and Total Rewards
- Lead the organization’s performance management and evaluation processes.
- Conduct compensation benchmarking and market analyses.
- Partner with Finance and executive leadership to develop compensation budgets and recommendations.
- Evaluate compensation and benefits programs to ensure market competitiveness, internal equity, and alignment with business needs.
- Support the development of recognition and reward programs.
Compliance and Risk Management
- Ensure compliance with applicable federal, state, and local employment laws and regulations.
- Oversee required employment, privacy, and industry-related training programs.
- Support vendor compliance reviews and HR-related audit activities.
- Maintain and update the Employee Handbook, HR policies, and standard operating procedures.
- Develop and implement HR policies, controls, and best practices that mitigate organizational risk.
- Maintain the highest level of discretion when handling confidential and sensitive information.
HR Programs and Operations
- Design, implement, and manage employee programs supporting engagement, development, and retention.
- Support immigration and employment authorization processes for international employees.
- Evaluate HR technology and processes to improve accuracy, efficiency, and the employee experience.
- Establish meaningful HR metrics and use workforce data to inform organizational decisions.
- Lead special projects and change initiatives as business needs evolve.
Qualifications
Required
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- Professional HR certification, such as SHRM-SCP, SHRM-CP, SPHR, or PHR.
- At least 10 years of progressive Human Resources experience, including meaningful leadership responsibility.
- Broad HR experience across employee relations, investigations, performance management, talent acquisition, compensation, benefits, payroll, compliance, and organizational development.
- Strong knowledge of employment laws and contemporary HR practices.
- Experience administering benefits, payroll, and HRIS platforms.
- Demonstrated experience conducting compensation analyses and managing benefits programs.
- Experience supporting a distributed, multi-state, or global workforce.
- Proven ability to partner closely with executive leadership and Finance.
- Experience leading organizational initiatives and balancing strategic priorities with hands-on execution.
- Strong written, verbal, presentation, and interpersonal communication skills.
- Sound judgment with strong analytical, problem-solving, and decision-making capabilities.
- Demonstrated discretion, integrity, and professionalism when managing confidential matters.
Preferred
- Master’s degree in Human Resources, Business Administration, or a related field.
- Experience supporting immigration and employment authorization processes.
- Experience working within a growing or evolving organization.
- Familiarity with contemporary HRIS, payroll, and learning management platforms.
Core Competencies
- Strategic Leadership
- Executive Business Partnership
- Talent and Workforce Management
- Organizational Development
- Employee Relations
- Change Leadership
- Compliance and Risk Management
- Executive Communication and Presence
- Coaching and Leadership Development
- Program and Project Management
- Process Improvement
- Analytical Thinking
- Emotional Intelligence
- Collaboration and Influence
- Confidentiality and Integrity
Reporting Structure
- Reports to the Chief Financial Officer
- Leads a small Human Resources team of up to two professionals
- Hybrid work environment with four days per week in the office
Specific information regarding the organization, office location, and additional position details will be provided to qualified candidates during the interview process.