Human Resources Director

Here at HR Soul our solutions amplify the performance of people and the soul of company culture. From strategic planning with CEO’s, partnering with HR leaders on key projects, building high performing teams to coaching and recruiting the future of our client’s organization.

We’re partnering with a fast-growing real estate development organization in Miami who is seeking a bilingual (Spanish–English), hands-on HR leader to step into a rare opportunity: build and own the Human Resources function from the ground up.

This is not a maintenance role. This is a “blank page, make it work, make it better, make it scalable” kind of seat. You’ll operate as the company’s first dedicated HR leader, shaping everything from structure and systems to culture and accountability, while staying close enough to the work to make sure it actually gets done.

The Opportunity

This role sits at the center of the organization’s next phase of growth, reporting directly to the President and partnering closely with leadership across development, construction, and operations.

You’ll be responsible for building a fully functional HR department of one, designing the infrastructure, implementing the systems, and running day-to-day HR operations in a fast-paced, entrepreneurial real estate environment. Expect high visibility, high ownership, and a real mandate to build something that lasts.

In this role, you will be responsible for :

HR Infrastructure & Organizational Development

• Build the foundational HR framework from scratch (policies, processes, standards, documentation)
• Develop and maintain job descriptions across all departments
• Partner with leadership on organizational structure and workforce planning
• Create scalable HR systems that support growth and accountability
• Maintain and evolve the employee handbook and internal HR documentation

Talent Acquisition & Onboarding

• Own full-cycle recruiting for administrative, operational, and leadership roles
• Build structured hiring and interview processes across the organization
• Improve candidate experience and hiring consistency
• Lead onboarding design and execution
• Create 30/60/90-day onboarding frameworks by role

Employee Relations & Culture

• Serve as the primary HR contact for employee relations matters
• Support a performance-driven, professional, and collaborative culture
• Help define workplace expectations, communication norms, and accountability standards
• Partner with leadership on engagement and culture-building initiatives
• Handle sensitive matters with discretion, fairness, and consistency

Performance Management

• Design and implement a performance management framework from the ground up
• Support managers in performance conversations and documentation
• Coordinate review cycles and ensure follow-through on outcomes
• Support structured performance improvement processes when needed
• Reinforce a culture of accountability and results

Compensation & Total Rewards

• Support compensation benchmarking and market analysis
• Help design salary structures and incentive frameworks
• Assist with bonus and performance-based compensation models
• Support clear communication around compensation philosophy and structure

HR Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws
• Manage onboarding compliance and employee documentation
• Support classification reviews (1099 vs W-2)
• Oversee required training programs (harassment prevention, workplace conduct, etc.)
• Maintain audit-ready HR records and processes

HR Systems & Operations

• Evaluate and implement HRIS/ATS tools appropriate for company scale
• Build HR reporting dashboards and maintain data integrity
• Improve HR workflows and operational efficiency
• Manage HR vendors and external partners as needed
• Create structure where little currently exists, and refine it as the company grows

Learning & Development

• Assess organizational learning and development needs with leadership
• Build foundational training programs for managers and employees
• Develop manager capability in hiring, feedback, documentation, and leadership skills
• Coordinate compliance and required training initiatives
• Support continuous learning frameworks as the company scales

What We’re Looking For

• Bilingual : Spanish & English required (interview will be conducted in Spanish)
• 8+ years of progressive HR experience
• Strong experience building or scaling HR functions (this is essential)
• Deep understanding of U.S. employment law and HR best practices
• Proven ability to operate as both strategist and operator (high ownership, low hand-holding)
• Experience managing full employee lifecycle processes, including recruiting and employee relations
• Comfortable building systems, processes, and structure in a fast-moving environment
• Strong communication, judgment, and executive presence
• High integrity, confidentiality, and professionalism

Bonus Experience

• Real estate development, construction, or related entrepreneurial industries
• Founder-led or high-growth organizations
• HR certifications (SHRM-CP, SHRM-SCP, PHR, SPHR)
• Experience implementing HRIS/ATS platforms from early stage
• Exposure to compensation frameworks and performance management design

The Vibe

This is a builder’s seat. You’ll be expected to create structure without slowing momentum, bring order without bureaucracy, and earn trust through execution rather than title. It’s fast, direct, and highly visible, and ideal for someone who likes turning ambiguity into operating rhythm.

Why This Role

Because here, HR isn’t a support function - it’s a growth function. You’ll be building the systems that shape how the company hires, develops, and retains its people, with direct access to leadership and a real mandate to define “how HR is done” as the company scales. If you like fixing broken systems, building new ones, and being the person who finally brings clarity to chaos, this is that kind of seat.

Diversity Commitment

At HR Soul, we embrace a rich tapestry of backgrounds and experiences within our workplace. We actively encourage applications from women, individuals of color, members of the LGBTQ+ community, people with disabilities, ethnic minorities, immigrants, and veterans.

Equal Opportunity Employment Statement

HR Soul proudly upholds its status as an Equal Opportunity Employer. We prohibit discrimination against any employee or candidate based on various attributes, including but not limited to race (encompassing characteristics historically associated with race such as hair texture and style), color, gender (including pregnancy and related conditions), religion or belief, national origin, citizenship, age, disability, veteran status, union membership, ethnicity, gender identity, gender expression, sexual orientation, marital status, political affiliation, or any other protected characteristics as required by applicable laws.

Inclusivity Commitment

HR Soul and its partners are fully committed to ensuring that all qualified individuals are included. We provide reasonable accommodations for applicants and employees with disabilities. If you need assistance during the job application or interview process, or require accommodations to perform essential job functions, please reach out via our contact page: .

Your Rights

HR Soul is dedicated to ensuring that all applicants are aware of their rights concerning workplace discrimination, which is unlawful.

Application Agreement

By applying for this position, you authorize HR Soul to exclusively consider you as a candidate for the specified opportunity. You affirm that the information you provided about your qualifications is true and that you have not misrepresented yourself. Additionally, you agree to keep confidential any details regarding the position that you may learn from HR Soul, sharing such information only as necessary to support your application process. In exchange, HR Soul pledges to make reasonable efforts to represent you throughout the job screening and resume distribution stages.

Salary Transparency Statement

Compensation for this position (and others) at HR Soul is based on multiple factors, including:

• The candidate’s skill set, experience, and education
• Required licenses and certifications
• Geographic location of the office
• Additional business and organizational considerations

In line with local regulations, HR Soul provides a salary range that reflects a reasonable estimate of the base pay for this role in areas where salary disclosure is mandated.