We're looking for a Senior HR Director to build the people function from the ground up for a fast-growing, multi-vertical industrial and commercial real estate company currently at 40 to 45 employees and scaling to 80 to 100 within two years. You will own talent acquisition, executive recruiting, organizational design, performance management, management development, employee relations, and the creation of a measurable accountability culture.

This is not a traditional HR role. The company does not need a compliance administrator. It needs a strategic operator who thinks in terms of human capital ROI, builds systems that surface and retain high performers, manages out underperformers decisively and compliantly, and can personally headhunt C-suite and senior operational leaders as the company scales. You will be the sole dedicated HR resource reporting directly to senior leadership. If you have verifiable experience scaling HR at a company from the 40 to 50 person stage to 100 or more, have personally headhunted senior executives, have deep knowledge of US employment law, and operate with the commercial acumen and executive presence to function as a true strategic partner to the leadership team, this role is a strong fit.

Why You'll Want to Join

You will be paid in USD (bi-monthly: every 15th and 30th)
Paid Time Off in accordance with company policy
Observance of Holidays per company guidelines
100% remote setup so you can work wherever you're most productive
This role requires a full-time commitment to US Central Standard Time business hours
Build the HR function from scratch at a company with a clear and active growth trajectory
Report directly to senior leadership with full ownership over people strategy, talent acquisition, and performance architecture
High-visibility, high-impact role where your work is directly measurable in headcount quality, retention, and organizational performance

What You'll Work On

Talent Acquisition and Executive Recruiting

Own recruitment at all levels from entry-level hires through executive search
Build and run a repeatable, fast hiring process that supports growth to 80 to 100 employees
Personally lead sophisticated executive search efforts including sourcing, assessment, and closing senior candidates such as COOs, CMOs, and VPs
Plan resources and headcount with business unit leaders to anticipate hiring needs before they become urgent

Onboarding and Offboarding

Design and manage onboarding so new hires reach full productivity quickly and with minimal leadership overhead
Manage new hire documentation and acknowledgements ensuring complete and timely records
Run a consistent, compliant, and respectful offboarding process

Performance Management and Accountability

Design and implement performance evaluations and a quarterly check-in cadence so performance issues surface early rather than at annual review
Implement and manage KPIs together with business unit leadership to create a measurable accountability culture
Track performance early in each employee's tenure so fit or lack of fit is identified and addressed in a fair, documented, and timely manner including transitions where needed
Maximize each employee's contribution through clear goals, coaching, and structured feedback

Culture, Development, and Career Mapping

Build and foster a culture of opportunity and upward mobility where employees can see a clear path to advance
Create career maps and development paths across roles and functions
Develop managers' leadership and people-management capability so accountability cascades through the organization
Lead organizational design as the company scales and structures evolve
Identify and facilitate continuing education opportunities for the team

Employee Relations and Day-to-Day Operations

Resolve day-to-day people and operational issues promptly and with good judgment
Manage employee conflict and employee relations matters with fairness and discretion
Provide consistent employee assistance and support across a distributed team

Policies, Procedures, and Compliance

Write, maintain, and consistently administer policies and procedures
Own the employee handbook and keep it current with US employment practices and regulations
Maintain thorough and consistent documentation across all people processes
Manage US employment law compliance across distributed team structures including EOR and contractor frameworks

Change Management

Lead change initiatives and communicate them clearly across the organization
Confirm buy-in, understanding, and consistent enforcement at all levels of management
Expedite processes across the people function and challenge slow or unnecessary steps
Conduct regularly scheduled management communication to ensure policies and procedures are consistently upheld

What You Bring

Senior people, talent, or HR leadership experience in a growing entrepreneurial environment with verifiable experience scaling a company from approximately 40 to 50 employees to 100 or more
Significant exposure to US employment practices and compliance including at-will employment, EOR and contractor frameworks, and distributed team structures
Sophisticated executive search capability including personally headhunting and closing senior leadership hires rather than relying on applicant pipelines
Strong commercial judgment with the ability to speak in terms of headcount ROI, labor efficiency, and performance metrics
Exceptional spoken and written English with the executive presence and directness to command a room, influence senior leaders, and deliver difficult feedback
Self-managing with a strong work ethic and a genuine desire to build rather than maintain
Innovative with a track record of building and improving people processes from scratch
Full commitment to working US Central Standard Time business hours
MBA or equivalent advanced degree preferred; strong practical experience will be weighted heavily

Nice to Have

Experience supporting a multi-vertical company spanning operations-intensive verticals such as warehousing, logistics, construction, or real estate alongside professional services or capital management
Background working with US-based companies or US workforces from an offshore or remote capacity
Familiarity with EOR platforms such as Deel or Remote for cross-border employment compliance
Experience in Latin America or South Africa with strong exposure to US company operating culture

How to Apply

Please include:

Your updated resume with specific detail on organizations you helped build or transform, approximate employee populations managed, and senior positions you personally recruited
A short Loom video (1 to 2 minutes) introducing yourself, describing your experience scaling HR at a company from the 40 to 50 person stage upward, and walking through one underperformance situation you managed directly and how you resolved it
A written response (one page maximum) answering: here is a 45-person entrepreneurial company intending to become an 80 to 100 person organization — outline your first 90 days, showing how you would audit the current team, create accountability, establish the recruiting function, and begin searches for a COO, asset manager, and sales and construction management personnel

Only candidates who submit all three components will be moved to the next step of the hiring process.

If you are a strategic HR operator who has built people functions from scratch, personally headhunted senior executives, and can architect the accountability systems and recruiting infrastructure that a fast-scaling multi-vertical company needs to reach 100 employees without losing performance standards, this role gives you the ownership, the direct access, and the direct impact to do your best work.

Application Process Overview

Our comprehensive selection process ensures we find the right fit for both you and our clients:

Initial Application - Submit your application and complete our prequalifying questions
Video Introduction - Record an video introduction to showcase your communication skills and work experience
Role-Specific Assessment - Complete a homework assignment tailored to the position (if applicable)
Recruitment Interview - Initial screening with our talent team
Executive Interview - Meet with senior leadership to discuss role alignment
Client Interview - Final interview with the client team you'd be supporting
Background & Reference Check - Professional reference verification
Job Offer - Successful candidates receive a formal offer to join the team

Each stage is designed to evaluate your fit for the role while giving you insights into our company culture and expectations.

We'll keep you informed throughout the process and provide feedback at each step.

HR Director (BBS907)