We are seeking a strategic and hands-on HR Lead to oversee our human resources department and support our growing team of 200 employees. In this role, you will bridge the gap between business strategy and HR execution, managing everything from talent acquisition and employee relations to compliance, performance management, and culture building. As the primary HR leader, you will design scalable HR processes, coach managers, and ensure our workplace remains compliant, engaging, and high-performing. Key Responsibilities: Strategic HR & Scaling: - Align HR initiatives with overall business goals to support organizational growth. - Develop and scale HR policies, employee handbooks, and standard operating procedures (SOPs). - Analyze HR metrics (e.g., turnover rates, time-to-hire, employee satisfaction) to guide leadership decisions. Talent Acquisition & Onboarding: - Oversee the recruitment lifecycle to meet changing headcount needs efficiently. - Optimize the onboarding process to ensure new hires integrate smoothly and reach productivity quickly. - Build an employer brand that attracts top-tier talent in our industry. Employee Relations & Culture: - Act as a trusted advisor to employees and managers, resolving complex interpersonal conflicts and grievances. - Design engagement programs that maintain a strong, inclusive corporate culture across a 200-person footprint. - Conduct exit interviews and translate feedback into actionable retention strategies. Performance Management & Development: - Lead the annual performance review process, ensuring fair, clear, and constructive feedback cycles. - Coach department managers on leadership styles, team management, and handling difficult conversations. - Identify training needs and implement learning and development (L&D) programs. Compensation, Benefits & Compliance: - Partner with finance/payroll to ensure accurate compensation administration and competitive benchmarking. - Oversee health benefits, wellness programs, and perks administration. - Ensure strict compliance with local, state, and federal labor laws to mitigate organizational risk. Required Qualifications: Experience: - 8+ years of progressive HR experience, with at least 2 years in a senior, lead, or standalone HR manager role. Company Scale: - Proven track record working in companies of 150 - 300 employees (understanding the unique challenges of mid-sized scaling). Education: - Bachelor's degree in Human Resources, Business Administration, or a related field (SHRM-CP/SCP or PHR/SPHR certification is a strong plus). Tech Savvy: - High proficiency with HRIS platforms (e.g., BambooHR, Rippling, Gusto), ATS software (e.g., Greenhouse, Lever), and data analytics tools. Core Competencies: - Emotional Intelligence: Strong empathy balanced with objective, professional judgment. - Communication: Exceptional verbal and written communication skills for interfacing with both entry-level staff and C-suite executives. - Problem-Solving: Ability to navigate ambiguity and resolve complex personnel issues independently.