Human Resources Director

To craft authentic streetwear built on respect, loyalty, and trust for the culture. Our Vision To be the global leader in streetwear essentials, driven by unfiltered authenticity, timeless silhouettes, and relentless innovation. About Shaka Wear Shaka Wear is a leading streetwear and apparel brand known for premium-quality heavyweight garments, timeless designs, and strong relationships with wholesale and retail customers. As we continue expanding our digital presence, we are seeking an experienced Amazon Marketplace Manager to lead and grow our Amazon business across all marketplace channels. About the Role The HR Manager will serve as a strategic business partner to executive leadership, responsible for building and strengthening the organization through exceptional talent acquisition, employee development, leadership partnership, and effective people strategies . This position goes beyond traditional HR administration. The HR Manager will work closely with company executives and department leaders to understand the company’s current and future business needs, identify the talent required to support growth, and build a high-performing organization capable of achieving the company’s goals. The ideal candidate is a strategic recruiter, relationship builder, problem solver, and trusted advisor who understands that the strength of a company is directly connected to the quality of its people. This individual will proactively identify talent, improve recruiting strategies, strengthen leadership teams, and help ensure the company has the right people in the right positions at the right time. Objectives of the Role 1. Strategic Recruitment & Company Growth Own and lead the company’s recruitment strategy across corporate, retail, warehouse, sales, creative, technology, and leadership positions. Partner directly with executives and department heads to understand current staffing needs, anticipated growth, organizational gaps, and future talent requirements. Develop proactive recruiting strategies rather than relying solely on job postings and incoming applicants. Build and maintain a strong pipeline of qualified candidates for critical and hard-to-fill positions. Identify high-potential candidates who can contribute to the company’s long-term growth and success. Develop relationships with passive candidates, recruiters, professional networks, schools, industry organizations, and other talent sources. Ensure recruiting efforts are aligned with the company’s culture, business objectives, and growth strategy. Lead the full recruitment lifecycle, including job descriptions, sourcing, screening, interviews, candidate evaluation, offers, and onboarding. Partner with executives in assessing candidates for key management and leadership positions. Continually evaluate and improve the company’s recruiting process, candidate experience, hiring speed, and quality of hire. Track recruiting metrics and provide leadership with meaningful data regarding hiring activity, staffing needs, turnover, and talent pipelines. Serve as a trusted HR advisor and strategic partner to the company’s executives and senior leadership team. Meet regularly with executives and department leaders to discuss organizational needs, employee performance, staffing, leadership development, succession planning, and workforce strategy. Translate business objectives into practical people strategies and HR initiatives. Provide leadership with objective HR guidance when addressing employee relations, performance, organizational structure, and staffing decisions. Help executives identify organizational strengths, weaknesses, talent gaps, and opportunities for improvement. Participate in leadership meetings and contribute an HR and people-focused perspective to business decisions. Assist executives in building effective teams and establishing clear accountability within their departments. Support organizational growth by anticipating hiring needs before they become staffing problems. 3. Organizational Development & Workforce Planning Work with executives to develop short- and long-term workforce plans based on company growth projections. Identify positions that should be added, restructured, consolidated, or developed as the organization evolves. Assist in creating organizational structures, reporting relationships, job responsibilities, and career paths. Develop succession planning strategies for key positions. Identify high-performing employees and opportunities for advancement. Help establish leadership development and employee development programs. Partner with management to improve employee retention, engagement, productivity, and accountability. 4. Performance Management & Employee Relations Partner with managers to establish clear performance expectations and accountability. Provide guidance regarding coaching, corrective action, performance improvement plans, promotions, and employee development. Help managers address employee concerns promptly, professionally, and consistently. Investigate employee relations matters and make recommendations based on company policy and applicable employment laws. Promote a culture of accountability, respect, professionalism, teamwork, and high performance. Identify recurring employee relations issues and recommend organizational solutions rather than simply addressing individual incidents. 5. Culture & Employee Experience Help build and maintain a company culture that attracts talented individuals and encourages high performance. Ensure employees understand the company’s mission, values, expectations, and standards. Develop initiatives that strengthen communication, employee engagement, recognition, and retention. Partner with leadership to ensure company culture evolves appropriately as the organization grows. Identify opportunities to improve the employee experience from recruitment through separation. 6. HR Operations & Compliance Oversee core HR processes, policies, records, and documentation. Ensure compliance with applicable federal, state, and local employment laws. Maintain and continually improve the employee handbook, HR policies, and procedures. Oversee onboarding and offboarding processes. Partner with payroll and benefits providers to ensure accurate and timely administration. Monitor attendance, turnover, staffing levels, and other workforce metrics. Maintain accurate and confidential employee records. Stay current on employment law developments and communicate relevant changes to leadership.

RECRUITING LEADERSHIP & SUCCESS MEASURES

The HR Manager will be expected to take ownership of the company’s talent strategy and demonstrate measurable impact through: Quality and speed of hires Strength of candidate pipelines Time-to-fill critical positions Quality of hire and new-hire performance Employee retention and turnover Leadership and management staffing Internal promotions and succession planning Recruiting cost effectiveness Department staffing levelsl Executive satisfaction with recruiting and HR support Required Skills & Qualifications Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. 5+ years of progressive HR experience, with significant experience in recruitment and employee relations. Demonstrated success recruiting across multiple levels, including management and leadership positions. Strong experience partnering with executives and department leaders. Proven ability to build candidate pipelines and recruit proactively. Strong understanding of employment laws and HR best practices. Excellent interviewing, communication, negotiation, and relationship-building skills. Strong judgment, discretion, and problem-solving ability. Ability to manage competing priorities in a fast-paced, growing organization. Experience with HRIS, applicant tracking systems, and recruiting platforms. Experience in a growing or entrepreneurial company is highly preferred. Competitive Salary & Benefits Competitive salary based on experience. Employee discounts on Shaka Wear products. Health, dental, and vision benefits. Paid time off and holidays. Our Culture At Shaka Wear, we move fast, think big, and take pride in what we build.We're a growing team and your work will have real, visible impact from day one. We value people who perform, take ownership, and bring genuine passion to what they do. The environment is creative, street culture-driven, and entrepreneurial. We don't do things the conventional way, and that's by design. Our core values: Authenticity: We stay true to our roots and our culture in everything we do. Quality over everything: We don't accept anything less than the best, and neither should you. Loyalty: To the culture, to our team, and to the people who wear our brand. Trust & Integrity: We do what we say and say what we mean, every time. Hustle and ownership: If you can perform, you'll be rewarded. We trust people who take initiative. #J-18808-Ljbffr Shaka Wear