Director of HR

Launch Potato

. Own the performance management function, including mid-year and annual cycles, design, timelines, communication, execution, and retrospectives .

Posted 10/5/2026full-timeRemote • United StatesLeadWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in performance management, total rewards, and HR compliance, with a proven track record of leading teams and automating HR processes to enhance efficiency and effectiveness. Capable of coaching and mentoring managers while driving organizational growth and compliance across multi-state operations.

Highest-signal resume keywords

Performance ManagementTotal Rewards ManagementHR ComplianceTeam LeadershipProcess Automation

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Performance Cycle ManagementCompensation Band DesignBenchmarking MethodologyBenefits RenewalsHR CompliancePeople System DevelopmentProcess AutomationManager EnablementDecision Rights ManagementTeam Scaling

Soft Skills

CoachingMentoringCommunicationProblem-SolvingCollaboration

Tools & Technologies

HR ToolingSelf-Service ResourcesPerformance Management ToolsAutomation Tools

Industry Keywords

Multi-State RegistrationI-9 ComplianceEmployee HandbookClassificationPostingsBacklog ResolutionCalibration Processes

About the role

Key responsibilities & impact

Own the performance management function, including mid-year and annual cycles, design, timelines, communication, execution, and retrospectives
Decide what performance-management processes should produce, what to eliminate, and when changes are warranted
Own total rewards, including compensation-band design, benchmarking methodology, benefits renewals, annual compensation cycles, leveling, and pay alignment
Own HR compliance, including multi-state registration, I-9, handbook, classification, postings, backlog resolution, escalation, and coverage protocols
Enable managers for performance conversations and calibration processes
Build playbooks and self-service resources for managers
Provide ongoing support to approximately three dozen front-line managers
Identify and automate manual HR processes and build tools managers will use
Lead and develop an HR Business Partner and a Total Rewards and People Analytics lead
Set team members' decision rights and expand their authority
Deliver first-year outcomes including owning the annual cycle, improving manager calibration, closing the compliance backlog, reducing manager time spent on cycles, and strengthening direct reports' decision authority

Requirements

What you’ll need

Full performance cycle owned end to end, more than once, at an organization of 150+ people
Experience owning compensation and benefits, including band design, benchmarking methodology, benefits renewals, and annual compensation cycles
HR compliance experience covering multi-state registration, I-9, handbook, classification, and postings
Experience building, adopting, and sustaining a people system over multiple cycles
Experience automating or rebuilding a people process that improved speed and maintained or improved quality, with team adoption
Experience scaling a company of comparable size to materially larger, more than once
Clear examples of coaching, mentoring, and growing a team that created extraordinary outcomes
Player-coach experience: leading a team while personally delivering work
Experience beyond a first Director-level people role
Ability to work with performance management, total rewards, compliance, manager enablement, and HR tooling
Nice to have: opinions and examples regarding performance management improvements
Nice to have: ability to distinguish process problems from manager-capability problems
Nice to have: willingness to raise difficult issues in calibration discussions

Benefits

Comp & perks

Remote-first work arrangement
Diverse and inclusive team and culture
Equal Employment Opportunity workplace