Director of Human Resources

Director of Human Resources $100000 - $120000 per year | Raleigh, NC | On-site | Permanent A bit about us: We are partnering with a growing, privately held investment firm headquartered in Raleigh, NC, to identify an experienced Director of Human Resources who will play a critical role in the company's next phase of growth. This organization has successfully transitioned from an entrepreneurial startup into an established and expanding business. With a strong foundation already in place, the leadership team is now focused on building the organizational structure, people strategies, and internal processes necessary to support its evolution into a larger, more sophisticated company. This is an opportunity for an HR leader who has been through this type of growth before and understands how to introduce structure, accountability, and consistency without compromising the agility and entrepreneurial spirit of a founder-led organization. The incoming Director will inherit an established HR function and lead a team of four professionals, including an HR Generalist and two Recruiters. Working closely with executive leadership, this individual will be responsible for strengthening the company's people operations, developing scalable HR practices, and ensuring the organization is positioned for continued growth. Why join us? This is not an opportunity to build an HR department from scratch. The foundation has already been established by a well-regarded HR leader who helped guide the company through its early stages of growth. The next Director will have the opportunity to build upon that work, introduce the infrastructure needed for the next stage of expansion, and influence how the organization develops over the coming years. The ideal candidate will be someone who has already experienced the challenges of scaling a business and understands that successful growth requires more than simply adding policies and procedures. It requires developing leaders, strengthening internal processes, establishing accountability, and preserving the culture that helped the company succeed in the first place. We are looking for a business-minded HR leader who knows how to help an entrepreneurial company grow up without slowing it down. Competitive Base Salary Company paid health plan for employees Very generous PTO Dental and Vision, FSA, HSA Small team, autonomy Many more great perks! Job Details Key Responsibilities HR Strategy & Organizational Growth Partner directly with executive leadership to develop and execute an HR strategy aligned with the company's long-term business objectives. Lead the evolution of the HR function from a small‑business operating model into a scalable, well‑structured department capable of supporting a mid‑size organization. Evaluate existing HR policies, procedures, systems, and workflows to identify opportunities for improvement, automation, and greater operational efficiency. Establish organizational frameworks that support continued headcount growth, business expansion, and potential acquisitions. Balance the need for increased structure and accountability with the flexibility required in an entrepreneurial environment. HR Leadership & Team Development Lead, mentor, and develop a four-person HR team responsible for recruiting, employee relations, and day‑to‑day HR operations. Establish clear responsibilities, performance expectations, and measurable objectives across the HR department. Provide strategic oversight of talent acquisition while partnering with recruiters and hiring managers to support ongoing workforce needs. Develop the HR team's capabilities as the organization grows, ensuring the department can operate both strategically and tactically. Serve as a trusted advisor to executives and department leaders on organizational planning, personnel decisions, and employee‑related matters. Talent Management & Organizational Development Build scalable processes for employee onboarding, performance management, professional development, and retention. Partner with leadership to identify future management needs, succession planning opportunities, and organizational capability gaps. Implement consistent performance evaluation processes that promote accountability, employee development, and clear expectations. Support managers in developing their leadership capabilities, improving communication, and effectively managing growing teams. Help establish career progression frameworks and employee development initiatives that support long‑term retention. HR Operations, Compliance & Infrastructure Oversee employee relations, HR policies, compensation administration, benefits, and employment compliance. Ensure compliance with applicable federal, state, and local employment regulations. Evaluate HR technology, reporting capabilities, and HRIS processes to improve accuracy, efficiency, and scalability. Develop and maintain standardized HR procedures, documentation, employee handbooks, and internal policies. Establish meaningful HR metrics and reporting to help leadership make informed workforce decisions. Identify opportunities to streamline administrative processes and reduce operational inefficiencies. Culture & Change Management Preserve and strengthen the company's entrepreneurial, collaborative, and performance‑oriented culture as the business continues to expand. Guide leadership and employees through organizational changes associated with growth, evolving responsibilities, and new processes. Build trust across all levels of the organization through strong communication, sound judgment, and a hands‑on leadership approach. Help create an environment where employees understand expectations, managers are equipped to lead effectively, and teams remain aligned with the company's goals. Required Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related discipline, or equivalent professional experience. 8+ years of progressive HR experience, including meaningful experience leading an HR function or managing HR professionals. Experience working in a growing, privately held, founder‑led, or similarly entrepreneurial organization. Demonstrated experience helping a business scale, ideally through the transition from a small company into a more structured mid‑size organization. Strong working knowledge of HR operations, employee relations, employment law, performance management, and organizational development. Experience developing or improving HR policies, processes, systems, and organizational infrastructure. Ability to operate as both a strategic business partner and a hands‑on HR leader. Strong communication skills, sound business judgment, and the confidence to advise senior executives. Comfortable working in an evolving business environment where priorities can shift and processes are still being developed. Ability to work on‑site in Raleigh, NC, five days per week. Preferred Qualifications Experience within real estate investment, private equity, asset management, financial services, or another investment‑oriented business. Prior experience supporting organizations through rapid headcount growth, operational expansion, or acquisitions. Experience partnering directly with founders, owners, or C‑suite executives. Experience leading HR teams that include both generalist and talent acquisition functions. SHRM‑SCP, SPHR, or similar advanced HR certification. Experience implementing or upgrading HRIS platforms, performance management systems, and HR reporting processes. Familiarity with organizational design, compensation structures, succession planning, and leadership development. Jobot is an Equal Opportunity Employer. We provide an inclusive work environment that celebrates diversity and all qualified candidates receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, age (40 and over), disability, military status, genetic information or any other basis protected by applicable federal, state, or local laws. Jobot also prohibits harassment of applicants or employees based on any of these protected categories. It is Jobot’s policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions. Sometimes Jobot is required to perform background checks with your authorization. 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