Director of People & Culture (HR Director)

Synergy3•Philadelphia, PA

1d•Onsite

About The Position

As our Director of People & Culture, you are a senior leader sitting at the table with the Owner/President, Sales Manager, and CTO. You will own our people system end-to-end across both our B2B and D2C entities. Your ultimate mandate is to make Synergy3 the premier destination where the best technicians, CSRs, dispatchers, Comfort Advisors, and managers in the corridor want to work--and stay. You are the champion of our culture, the architect of our compensation and performance systems, and the operational owner of our proprietary internal engagement platform, 360Synergy. We are looking for a strategic builder who can proactively manage flight risk, design competitive pay architectures, and seamlessly connect team performance to real-time rewards.

Requirements

5+ years in HR leadership or people operations.
Strong background in compensation strategy, variable pay/spiff design, and the technical aptitude to drive the adoption of internal software platforms alongside a CTO.
Coaching-oriented, high-trust, and highly capable of having difficult conversations.
Culture-builder, not just a compliance administrator.
Working knowledge of NJ and PA employment law, multi-entity HR, leave administration, and benefits stewardship.

Nice To Haves

Experience in home services, skilled trades, field service, or a similar high-headcount, high-turnover environment is a major advantage.
SHRM-CP / SHRM-SCP or PHR / SPHR preferred.
Cultural fluency within the Cranbury corridor's Indian-American community is highly desirable and aligns with our brand strategy.

Responsibilities

Partner directly with the Owner/President to build a disciplined, repeatable hiring funnel.
Run role-specific skills tests (CSR mock calls, technician diagnostic walk-throughs) and ensure "Day One" is a frictionless, signature brand experience.
Serve as the primary advocate for team member success.
Track eNPS, run structured stay and exit interviews, and act as the early-warning system for burnout and flight risk--especially among hard-to-replace senior technicians.
Design and run a continuous performance-management framework.
Build documented career ladders for every role, maintain individual development plans (IDPs), and coordinate external training partners (Nexstar, Rilla, etc.) to ensure a clear path from hire to mastery.
Build, fine-tune, and defend our pay architecture, including base scales, 12-18% market premiums, and variable compensation.
Design spiff structures and ensure pay equity across the board.
Be the day-to-day owner of 360Synergy, our central culture and engagement app.
Partnering directly with the CTO, translate company KPIs (booking rate, average ticket, close rate, CSAT) into a live, automated performance-and-bonus engine so every team member sees their earned bonuses in real time.