Human Resources Director

Director of People & Culture

Location: Coral Springs, Florida

Reports To: Chief Financial Officer

Department: People & Culture

Employment Type: Full-Time

The Opportunity

The Director of People & Culture will serve as a strategic partner to the CEO, executive leadership team, and broader organization, helping attract, develop, engage, and retain exceptional talent.

This leader will own the company's overall people strategy while ensuring that our culture, talent practices, organizational structure, and HR programs evolve alongside the business.

The ideal candidate is both strategic and hands-on — someone who can operate at the executive level while also rolling up their sleeves to solve problems, build processes, coach leaders, and create meaningful improvements across the employee experience.

This is an opportunity for an experienced HR professional to help shape the next chapter of growth and establish a high-performing, accountable, and people-first culture.

Key Responsibilities

People Strategy & Executive Leadership

• Develop and execute a comprehensive people strategy aligned with the business objectives and growth plans.
• Serve as a trusted advisor to the CEO, executive team, and people leaders on organizational and talent matters.
• Provide leadership and perspective on workforce planning, organizational design, succession planning, and long-term talent strategy.
• Establish and regularly report key workforce metrics, including headcount, time-to-fill, retention, engagement, compensation trends, performance distribution, internal mobility, and other indicators of organizational health.
• Partner with leadership on organizational change, growth initiatives, and business transformation.

Culture & Employee Experience

• Strengthen a culture of accountability, high performance, collaboration, transparency, and ownership by embedding values into hiring, onboarding, performance management, recognition, leadership expectations, and people decisions.
• Create programs and practices that foster engagement, accountability, collaboration, inclusion, and high performance.
• Develop strategies to measure and improve employee engagement and retention.
• Oversee the full employee lifecycle, including onboarding, internal movement, promotions, leaves, and offboarding; establish effective exit interview and retention practices and use employee feedback and turnover data to identify organizational trends.
• Serve as a visible and approachable leader who builds trust across all levels of the organization.

Talent Acquisition & Workforce Planning

• Lead the overall talent strategy, ensuring the team can attract and retain the talent necessary to achieve its business objectives.
• Partner with hiring managers and executives on workforce planning and critical hiring needs.
• Strengthen recruiting processes, employer branding, onboarding, and talent pipelines.
• Establish scalable approaches to identifying, developing, and retaining high-performing employees.
• Build succession plans for critical roles and develop strategies for key talent.

Leadership & Organizational Development

• Establish career development and internal mobility strategies.
• Partner with leaders to improve performance management, goal setting, coaching, and accountability.
• Develop frameworks for identifying and developing high-potential talent.
• Coach executives and managers on leadership, employee relations, performance, and organizational effectiveness.

Total Rewards & Performance

• Oversee compensation, benefits, performance management, and employee recognition strategies.
• Ensure compensation practices are competitive, equitable, and aligned with business objectives.
• Partner with leadership and finance on annual compensation planning and organizational budgeting.
• Evolve performance management practices to encourage accountability, development, and measurable results.
• Evaluate benefits and employee programs to ensure they remain competitive and aligned with employee needs and company strategy.

HR Operations, Compliance & Infrastructure

• Ensure effective, scalable HR policies, processes, systems, and infrastructure.
• Oversee HR technology and systems, including HRIS (UKG Ready), payroll, benefits administration, and people analytics.
• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Lead employee relations matters, including workplace investigations, conflict resolution, disciplinary actions, performance concerns, and terminations, ensuring issues are handled consistently, appropriately documented, and in accordance with company policy and applicable law.
• Maintain the employee handbook and people policies, ensuring they remain current, practical, consistently applied, and compliant. Partner with outside employment counsel and other advisors when appropriate.
• Identify opportunities to streamline and automate HR processes as the company grows.

What We're Looking For

• 10+ years of progressive experience in Human Resources, People Operations, or a related field, with significant leadership experience.
• Demonstrated experience leading people strategy within a growing or evolving organization.
• Experience partnering directly with executive leadership and serving as a strategic business advisor.
• Strong understanding of talent acquisition, employee engagement, organizational development, compensation, benefits, performance management, and employee relations.
• Experience building scalable people programs, processes, and infrastructure.
• Strong business acumen and the ability to connect people strategy to measurable business outcomes.
• Exceptional communication, coaching, and relationship-building skills.
• Ability to balance strategic thinking with a willingness to be hands-on.
• Strong judgment, discretion, and ability to navigate sensitive employee and organizational matters.
• Experience leading through organizational growth, change, and transformation.
• Bachelor's degree in Human Resources, Business, Organizational Development, or a related field preferred.

Leadership Characteristics

The successful candidate will be:

Strategic — Thinks beyond traditional HR and understands how people strategy drives business performance.

Business-minded — Understands the financial and operational realities of the business and makes people decisions accordingly.

People-centered — Builds trust, listens actively, and creates an employee experience where people can do their best work.

Hands-on — Comfortable moving between executive strategy and the practical work required to make that strategy happen.

Data-driven — Uses meaningful workforce data and insights to inform decisions and measure impact.

A strong communicator — Can effectively communicate with executives, managers, and employees at every level.

A culture builder — Helps create an environment characterized by accountability, collaboration, transparency, and high performance.

Change-oriented — Comfortable leading through growth, ambiguity, and organizational change.