Director of HR

Position: Director of Human Resources

Location: Remote;
Travel to Milwaukee 1x/week initially, then around 1x/month as needed for high level meetings.

Travel: Travel to various corporate business locations in the first year could reach 30–50% (during surge times reach 50%; after stabilizing, 20–30%).

• Director of Human Resources experience for an organization or business unit: A strategic, visionary, people leader, and an advocate of an organization’s HR function. Demonstrated history of supporting, developing, and executing human resource strategy in support of the overall business plan and strategic direction of the organization, broad scope of human resources‑related activities specifically in the areas of talent management, leadership development, career management, succession planning, organizational and performance management, training, and organizational development, workforce planning, talent acquisition, compensation, and change management.

• Entrepreneurial Spirit & Company Culture Alignment:
  The ideal candidate should have a strong desire to build, grow, and own the outcomes of a business’s success, with a continuous improvement mindset and a willingness to take a hands‑on approach to achieve results quickly. They should have an authentic executive presence and be respected, relatable, and approachable across the organization. The candidate should prioritize team success over individual titles and have experience aligning corporate culture with organizational goals to create a positive and collaborative work environment.
  
  Can effectively navigate a largely blue‑collar workforce.
• Core HR Operations, Policy & Compliance:
  This role will oversee all core HR operations and compliance for a multi‑state organization with a non‑union workforce. You'll be responsible for developing and enforcing policies and procedures that ensure legal compliance across different states, including the creation and management of employee handbooks. A key part of your role will be the strategic utilization of the HRIS to manage employee data, automate workflows, and ensure the accuracy of payroll and benefits administration.
• Controls & Processes:
  The candidate should have a proven track record establishing controls and processes within the HR function to ensure compliance, efficiency, and overall organizational success. Past experience should include designing and implementing HR controls and processes to enhance operational effectiveness, with a focus on talent acquisition, onboarding, performance management, and employee relations. Additionally, they should have experience identifying and mitigating potential risks within HR processes through the implementation of strategic controls, proactively addressing issues related to employee relations, legal compliance, and other HR‑related risks.
• HR & HRIS Systems Ownership:
  The candidate possesses a deep commitment to treating the platform which includes systems for People, Benefits, and Payroll, etc., as a critical piece of the business infrastructure, driven by a continuous improvement mindset and a dedication to owning the outcomes of its success. This requires a hands‑on, technical approach to the entire system lifecycle, including the initial build, ongoing maintenance, and strategic optimization.
  
  The candidate should be highly proficient in system configuration, data integrity management, and security governance, ensuring the HRIS remains a reliable, single source of truth for all employee data. Furthermore, they must act as the primary technical liaison, effectively managing integrations between the HRIS and other enterprise systems to deliver accurate, efficient, and compliant HR, benefits, and payroll processes, ultimately driving operational efficiency and minimizing risk for the business.
• HR Integration Leadership:
  Demonstrated expertise in leading or participating in the implementation and successful rollout of integrated HR systems (HRIS, LMS, etc.) across a multi‑site, multi‑state entity. This includes the…