Director of Human Resources

ProCaps Labs • Henderson, NV

13d • Hybrid

About The Position

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 ProCaps’ 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.
Key Leadership Competencies:
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

Requirements

• 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

Nice To Haves

• Advanced degree preferred
• SHRM-SCP, SPHR, SHRM-CP, or PHR strongly preferred

Responsibilities

• 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 departments, facilities, and locations.
• Establish HR metrics and reporting — turnover, retention, recruiting effectiveness, headcount, labor costs, employee relations activity — that give leadership visibility into organizational health.
• Analyze workforce data to identify emerging risks and opportunities, and evaluate the business impact of HR programs. Present findings and recommendations in a concise, business-focused format that enables informed leadership decisions, flagging organizational or employment risk where relevant.
• Partner with executive and operational leaders to strengthen leadership capability, accountability, and overall organizational effectiveness by assisting in the development and implementation of leadership-approved programs that improve performance management, communication, change leadership, and employee development.
• Develop and implement leadership development programs that build the skills needed to lead teams effectively, manage performance, communicate expectations, navigate change, and develop employees.
• Create career development and leadership pipelines that support internal mobility, employee retention, and the organization’s future leadership needs.
• Partner with Learning and Development resources and department leaders to ensure training programs address both technical competencies and leadership effectiveness.
• Serve as a senior internal resource for employee relations matters — providing sound, consistent, legally informed guidance to leadership, personally engaging in complex or sensitive matters, and supporting employer response to claims, agency inquiries, and audits.
• Lead workplace investigations and advise on corrective actions and separations.
• Own workers' compensation, injury-reporting coordination, leave administration (accommodations, FMLA, ADA, state leaves), and return-to-work programs in partnership with Safety and Operations.
• Maintain strong working knowledge of applicable federal, state, and local employment laws, monitoring changes that may affect Company policies or employment practices.
• Maintain a positive, direct employee-relations environment across production and corporate populations
• Partner with executive leadership on compensation decisions — new hire pay, promotions, adjustments, incentives, and org changes — supported by market data, benchmarking, job leveling, and internal equity analysis
• Oversee payroll processes, controls, and reporting; ensure approved compensation decisions are consistently administered and documented; monitor for competitive, internally equitable pay practices and compliant, well-administered benefits.
• Partner with Finance on labor costs, comp trends, and workforce budgets to inform financial planning
• Ensure HR operations are accurate, responsive, scalable, and aligned with business requirements — establishing processes, workflows, and service standards that improve HR effectiveness, and maintaining HR policies, procedures, and the employee handbook.
• Oversee HRIS, ATS, payroll, and performance management systems, ensuring employee records and confidential information are maintained accurately.
• Own compliance with employment, wage and hour, leave, and recordkeeping requirements across all Company locations — including EEO-1, I-9, OSHA 300 support, and required postings — partnering with Quality, Safety, and Operations on workforce-related regulatory needs.
• Direct culture, engagement, and talent acquisition strategy, ensuring recruiting, onboarding, and engagement programs are executed effectively and aligned with business needs.
• Maintain visibility and trusted relationships with employees and leaders at all levels; proactively identify organizational or cultural issues and partner with leadership on root causes
• Partner with leadership to set the direction for workplace culture (accountability, respect, collaboration, quality, continuous improvement), translating that direction into programs the team executes and sustains.
• Drive recruiting strategy and full-cycle execution including sourcing, assessment, interviewing, selection, offers, and onboarding, across corporate, technical, and high-volume production roles with a focus on quality of hire and long-term retention. Build and maintain sourcing channels for skilled production and technical positions through trade schools, staffing partners, and local workforce pipelines, while managing contingent labor utilization and conversion.
• Lead engagement initiatives such as performance recognition programs, wellness initiatives, and team-building activities.
• Lead, coach, develop, and hold accountable members of the HR team, establishing clear roles, priorities, and performance expectations
• Stay actively engaged in the department's work, maintaining enough functional knowledge to direct, problem-solve, and step into critical matters when needed
• Build internal HR capability through coaching, knowledge transfer, and delegation — engaging outside expertise only where needed — and build an HR function capable of scaling with the Company's growing workforce, operations, and complexity

Benefits

• A competitive salary depending on experience and qualifications
• Eligible for a discretionary company-wide bonus
• Top-Tier Medical, Dental & Vision Coverage – $0 cost when you qualify for our Wellness Program
• Generous Paid Time Off – includes 8 paid company holidays
• 401(k) with Company Match – up to 4.5%
• 100% Company-Paid Life Insurance
• 100% Company-Paid Short-Term Disability Insurance
• Gym Membership Reimbursement
• Monthly Vitamin Allowance + Employee Discounts on Products
• Company-Funded Health Savings Account (HSA) – $1,600 annually
• Cash Bonuses Through Employee Referral Program
• Optional Pet Insurance Available

What This Job Offers

• Job Type: Full-time
• Career Level: Executive