Director of HR | Remote (United States)

Role overview

The Director of HR, People & Talent (Level 5) leads the entire People function as the sole dedicated HR professional and a member of the leadership team. The position combines people strategy with direct execution of HR operations for a distributed, multi-state US workforce providing accounting, consulting and marketing services in food and agriculture.

People leadership and delivery

Set and execute people strategy aligned with workforce capacity, organizational design, culture and growth; advise the CEO and executives on sensitive decisions and organizational risk.
Personally administer employee inquiries, policy interpretation, onboarding, offboarding, employment changes, records, documentation and external-provider coordination without a dedicated HR team.
Maintain multi-state compliance covering wage-and-hour classification, leave, paid sick time, notices, I-9s, records, accommodations, investigations and separations, engaging legal counsel or specialists when needed.
Partner with managers on headcount and capabilities; direct sourcing, selection, offer approvals, background checks, new-hire integration and contractor/employee classification.
Own performance practices, coaching, corrective action, investigations, conflict resolution and timely employee-relations decisions supported by sound documentation.
Maintain job architecture, leveling, salary practices, pay equity, incentives, recognition, benefits, open enrollment, leave coordination and vendors; partner with Finance/payroll on accurate processing and regulatory obligations.
Identify capability gaps, develop managers and leaders, conduct talent reviews and succession planning, and support career growth and internal mobility.
Strengthen psychological safety, inclusion, belonging and connection across the remote workforce; turn engagement findings into action and lead change communications and adoption.
Own HRIS tools, workflows, data quality, privacy and reporting on retention, hiring, engagement, performance-cycle completion and compliance; simplify and automate processes where appropriate.
Set annual priorities, manage the HR budget and vendors, maintain the handbook and employment templates, oversee audit readiness and deliver initiatives on time with clear communication and measurable results.

Required capabilities

Substantial progressive HR experience spanning broad generalist and strategic ownership, executive advice and direct operational delivery.
Independent management of employee relations, compensation, benefits, recruiting, performance, compliance, systems and policies.
Working knowledge of federal and multi-state US employment requirements and judgment about when specialist or legal advice is needed.
Ability to prioritize strategic and detailed daily work, maintain confidentiality and exercise independent judgment.
Strong writing, communication, coaching, influence, relationship management, analysis and change-management skills.
Proficiency with HRIS, payroll/benefits platforms, spreadsheets and digital collaboration tools; the HRIS is Rippling.
Effective remote collaboration and authorization to work in the United States.

Preferred experience

Sole-HR leadership or a lean, scaling professional-services or consulting environment, including EOS experience.
Supporting employees across numerous US states and complex distributed-workforce, leave and wage-and-hour requirements.
SPHR, SHRM-SCP or another advanced HR credential; change-management or leadership-coaching credentials.
Designing job levels, competency frameworks, succession programs and people analytics.

The role requires credible executive communication, practical business judgment, autonomous functional leadership, ethical decision-making, measurable delivery and influence without reliance on direct reports.

Remote work and hiring schedule

Work is fully remote from a home office in an authorized US location, with some business-related travel. The role’s header location is Lebanon, Kansas. Flexible scheduling must accommodate deadlines and scheduled team, project and client meetings. Daily work uses Slack, Zoom, Google Workplace, video calls, messaging and shared documents. A quiet workspace and reliable high-speed internet are required.

The work is primarily sedentary, with prolonged desk, monitor and computer use, repetitive typing and hand movements, and frequent audio/video communication.

Application screening runs through November 13, followed by first-round interviews November 16–27, final interviews November 30–December 11 and a target January 4 start. Dates may shift slightly.

Fixed pay and benefits

Pay is USD 114,000 per year under the Level 5 compensation structure. Compensation follows role, skills and experience tiers and is not negotiated outside that structure; increases may follow merit or promotion.

Benefits include health, vision and dental coverage; paid parental leave after one year of full-time employment; a matched 401(k); 208 hours of PTO including floating/flexible holidays; 32 hours of paid winter break; covered professional-development time and expenses; short-term disability; a monthly office-expense stipend; and employee ownership after 4,000 hours worked.