Fractional Senior HR / People Partner

Position Overview Dori Doors is entering an important stage of growth and organizational development. We are seeking an experienced Fractional Senior HR / People Partner to help build the people infrastructure required to support the company's next stage of growth. This is not a traditional HR administration or recruiting-only position. We are looking for a senior HR professional who can combine strategic HR leadership with hands-on execution , working directly with company leadership to build the foundations for a scalable organization. The ideal candidate will help Dori Doors: Hire the right people -> Build the right organizational structure -> Establish clear expectations -> Develop people -> Create accountability -> Build scalable People systems. The initial priority will be recruiting critical positions , while simultaneously developing the foundational HR and People practices needed to support growth. Key Responsibilities Recruiting & Talent Acquisition Lead recruiting for critical positions across the organization. Develop sourcing strategies using LinkedIn, Indeed, referrals, industry networks, and other relevant channels. Build and maintain qualified candidate pipelines. Conduct initial candidate screening and structured interviews. Develop interview processes and evaluation criteria. Partner with company leadership on candidate assessment and selection. Coordinate references, offers, and onboarding. Develop clear job descriptions and candidate profiles. Build a repeatable recruiting process that can scale with the company. Organizational Design Assess the current organizational structure, roles, responsibilities, and reporting relationships. Identify organizational gaps and capabilities required for growth. Help define roles, responsibilities, ownership, and accountability. Support leadership in developing an organizational structure aligned with business objectives. Help reduce founder dependency by establishing scalable people practices. Compensation & Performance Management Develop or improve compensation structures and salary ranges. Establish consistent compensation principles across positions. Define clear job expectations and performance standards. Develop a practical performance management framework. Support the implementation of goals, KPIs, performance reviews, and accountability mechanisms. Provide guidance to leadership on performance-related matters. Career Development & Training Develop career paths and progression frameworks for key positions. Identify training and development needs. Establish onboarding and development plans. Support employee growth and internal development. Help establish a culture of accountability, development, and continuous improvement. People Operations & HR Infrastructure Assess existing HR/People practices and identify critical gaps. Establish foundational People processes and standards. Improve employee lifecycle processes from hiring through development and separation. Recommend appropriate HR tools and systems for a growing company. Create documentation and processes that reduce dependency on individual knowledge. Help establish a scalable People operating model. Leadership Partnership Work directly with founders and leadership as a senior HR advisor. Provide objective guidance on people and organizational decisions. Help leadership proactively address employee and organizational challenges.Bring structure and consistency to people-related decisions./li> Balance strategic HR thinking with hands-on execution. Initial Priorities The initial engagement will focus on: 1. Critical Recruiting Build candidate pipelines for priority positions. Improve the recruiting and interview process. Support leadership through candidate selection and hiring. 2. People & Organizational Assessment Assess current roles, responsibilities, organizational structure, and people practices. Identify the most critical gaps and priorities. 3. Compensation Establish a practical compensation framework for key positions. 4. Performance Management Develop the foundation for goals, KPIs, expectations, and performance management. 5. Career Development Begin establishing career paths, training, and development frameworks. 6. People Operating System Create the foundational HR processes required to support the company's growth. Required Qualifications 8+ years of progressive HR / People experience. Senior-level experience in HR Business Partnering, People Operations, Talent Management, Organizational Development, or a comparable HR leadership role. Demonstrated experience leading recruiting and talent acquisition . Experience building or implementing HR/People processes in a growing organization. Experience working directly with founders, CEOs, or senior leadership . Strong knowledge of: Talent Acquisition Compensation Performance Management Organizational Design Career Development Employee Development People Operations Strong interviewing and candidate assessment skills. Ability to develop practical HR processes without creating unnecessary bureaucracy. Strong communication and interpersonal skills. High level of discretion and confidentiality. Ability to work independently and manage multiple priorities. Experience working in a small or mid-sized company environment . NYC or New Jersey presence preferred. Preferred Qualifications / Plus Previous experience as a Fractional HR Executive, Fractional HRBP, HR Consultant, or People Consultant . Experience working with construction, architecture, manufacturing, specialty contracting, field services, or other operationally intensive businesses. Experience scaling a company during rapid growth or organizational restructuring.Experience building HR infrastructure from an early stage. Experience recruiting skilled trades or field-based employees. SHRM-SCP, SHRM-CP, SPHR, PHR, or equivalent certification. Experience implementing HRIS, ATS, performance management, or other People technology. Bilingual English/Spanish. What We Are Looking For We are looking for a senior HR professional who can build, not just administer. The right candidate should be comfortable moving between: Strategy -> Organization -> Recruiting -> Compensation -> Performance -> Development -> Execution You should be comfortable working with founders and senior leadership while also personally executing recruiting, conducting interviews, developing processes, and building the initial HR infrastructure. The ideal candidate is: Strategic but highly hands-on Comfortable working in an entrepreneurial environment Data- and process-oriented A strong communicator Highly organized Discreet and trustworthy Comfortable operating with limited structure Focused on practical solutions and execution Engagement This is a Fractional / Part-Time consulting engagement . The initial focus will be on building the foundation for Dori Doors' People function while addressing immediate recruiting priorities. The engagement may evolve based on the company's growth and organizational needs. NYC / New Jersey-based candidates are preferred. Compensation $40 - $75 an hour Job Type Part-time Work Location In person #J-18808-Ljbffr Gofractional