Head Of Human Resources (Development)

Job Description Director of People and Organizational Development

Target Start Date: As soon as available
Employment Type: Full-time, exempt professional position
Employment Status: At-will employment Location: Company Headquarters in Provo, Utah (on-site)

High-potential role with a defined trajectory to Vice President of Human Resources within a few years, based on performance and organizational scale.

We are seeking an exceptional Human Resources professional to serve as the operational backbone of the people function during a period of rapid growth. This is a high-impact, high-visibility role for a self-starter who anticipates needs and acts on them, someone with a strong bias for action who can own recruitment end-to-end today, while building the systems, governance, and team that a public-market-ready company will require. The successful candidate will have the intellect, judgment, and drive to grow into an executive HR leadership role as the organization scales.

Talent Acquisition & High-Impact Recruitment
Full-Cycle Recruitment: Own end-to-end recruitment across the full range of disciplines found in a vertically integrated mining, processing, and refining organization, finance, accounting, R&D, engineering, geology, mining and environmental, manufacturing, operations, supply chain, procurement and quality, strategy, and management.
Hard-to-Fill & Technical Roles: Source and close specialized technical, scientific, and executive talent on aggressive timelines, building pipelines and employer-brand presence in competitive labor markets.
Hiring Manager Partnership: Partner with hiring managers to define role requirements, structure interview processes, and drive consistent, defensible hiring decisions.
Talent & Performance Management
help build a nimble, accountable, results-oriented, high performing workforce.
Talent Development and Performance Management: Support onboarding, short and long-term goal setting, dynamic feedback, and career development planning that reinforce a high-performance culture, as well as retention initiatives across critical functions.
Employee Relations: Serve as a trusted point of contact for employee questions and concerns; Governance, Policy & Compliance
Regulatory Policy Creation & Adherence: Build and maintain HR policies, an employee handbook, and standard operating procedures that ensure adherence to federal, state, and local employment regulations, as well as mining- and processing-industry requirements.
Compliance Administration: Own HR compliance activities, recordkeeping, required postings, EEO/affirmative-action considerations, I-9 and eligibility verification, and audit readiness.
Risk Management: Partner with leadership, legal, and EH&S to identify and mitigate people-related risk as the company matures toward public-market readiness.

Organizational Development & Team Building
Build the HR Function: Establish scalable HR infrastructure and, over time, recruit and lead a team to support governance and benefits as the organization grows.
HR Operations: Own day-to-day HR operations, employee lifecycle transactions, documentation, and reporting, with a high standard of accuracy and confidentiality.
Strategic Partnership: Act as a strategic partner to leadership on organizational design, workforce planning, and change management.

Benefits Administration: Administer and continuously improve health, retirement (401k), and leave programs; With time, support compensation benchmarking, offer construction, and equity-grant administration in partnership with the COO and finance.
Vendor Management: With time, manage HR vendors and systems (HRIS, payroll interfaces, benefits platforms) and drive process efficiency.

7–10 years of progressive human resources experience, including demonstrated ownership of high-impact recruitment across multiple, diverse disciplines.

• Bachelor's degree (BS/BA) in Human Resources, Business, or a related field required.
• Demonstrated experience in talent management and performance management.
• Experience building or maturing HR policy, governance, and benefits programs.
• Working knowledge of federal and state employment law and HR compliance obligations.

Master's degree in Human Resources, Business Administration (MBA), Industrial/Organizational Psychology, or a related discipline.
Prior experience in the mining, minerals, or heavy-industrial sector, a significant advantage.
HR certification (SHRM-CP/SHRM-SCP or PHR/SPHR).

Exceptional performance and potential, a self-starter who is highly intelligent, an excellent problem solver, and who anticipates needs and acts with a strong bias for action.
Clear upside growth potential to reach Vice President of Human Resources within a few years.
Sound judgment, discretion, and the ability to handle highly confidential information.
BENEFITS AND PERQUISITES - Health and Retirement Benefits

Health Insurance: Full premium coverage for health, dental, and vision insurance for the employee and eligible dependents.
Retirement Plan: Participation in the Company 401(k) plan.
Paid Time Off: PTO per Company policy: Professional Development: Support for continuing education, HR certifications, conferences, and professional memberships.