Director of Human Resources

The Director of Human Resources is the Company’s senior-most HR leader reporting directly to the Chief of Staff. The Director of Human Resources is a strategic, hands-on leader who partners with other executive leadership to align people strategy with Pro Caps’ business objectives. This role oversees HR across both our corporate functions and full manufacturing operations, and thrives in a founder-led, fast-moving environment that requires change management and building infrastructure and scalable people practices rather than inheriting mature systems.

The Director owns core HR functions — employee relations, talent acquisition, compensation, benefits, payroll, HR systems, and policy administration — while staying actively involved in organizational planning, leadership development, and complex employee matters. The successful candidate moves comfortably between strategic discussions and hands-on execution.

• Commercially minded business partner, translates business strategy into workforce priorities and speaks the language of operations and financial results
• Trusted advisor who coaches and constructively challenges leaders, and handles sensitive matters with discretion
• Strong employment law knowledge and sound judgment in ambiguous or high-exposure situations
• Performance management and organizational effectiveness expertise
• Data-driven and execution-focused; builds internal HR capability rather than defaulting to outsourced solutions
• Credible on a plant floor and in a boardroom, with equal comfort in both

• Bachelor’s degree in Human Resources, Business Administration, or related field required; advanced degree preferred
• 10+ years of progressive HR experience, including 5+ years in HR leadership within manufacturing, consumer products, nutraceuticals, or another regulated environment
• Proven track record as a strategic HR business partner with hands-on execution across employee relations, compensation, benefits, payroll, talent acquisition, and performance management
• Strong knowledge of federal, state, and local employment law; experience leading workplace investigations, corrective actions, and separations
• Experience building organizational structures, workforce plans, and leadership development programs to support growth and change
• Proficiency with HRIS, payroll, ATS, and related HR technology; SHRM-SCP, SPHR, SHRM-CP, or PHR strongly preferred
• Experience supporting multi-site operations, including harmonizing pay practices, benefits, and policy across locations
• Working knowledge of wage and hour administration in a multi-shift, non-exempt production environment, FLSA classification, timekeeping, overtime, and shift differentials
• Experience managing workers’ compensation, leave administration (FMLA, ADA, state leaves), and return-to-work programs in a manufacturing setting
• Ability to balance strategic thinking with a hands-on, roll-up-your-sleeves approach in a fast-paced environment

HR Strategy, Workforce Planning, and Analytics

• Serve as strategic HR partner to executive and department leadership, translating business priorities into practical people strategy across corporate and manufacturing functions — leading workforce planning, staffing needs, and succession/talent pipelines, and balancing external recruiting with internal development.
• Provide HR leadership through growth, restructuring, and leadership transitions, assessing organizational implications and leading change management to address workforce impact, resistance, and role changes.
• Build HR programs and processes designed to scale with the organization, supporting integration and cultural alignment across…