Director of People & Culture

CablesAndKits•Commerce, GA

2d•$100,000 - $140,000

About The Position

CablesAndKits is seeking a Director of People & Culture to lead the full People & Culture function and partner directly with the CEO and leadership team on organizational design, workforce strategy, leadership capability, talent, and culture. The role supports U.S. employees and globally distributed contractors in a lean, entrepreneurial business. This is both a strategic and hands-on position. The Director will personally own core People operations while determining what should be built internally, automated, outsourced, or delegated as the business grows. The role covers People infrastructure, talent acquisition and development, employee relations, compliance, performance, compensation, benefits, workforce planning, and employee experience. It also uses workforce data, systems, automation, and AI to improve decisions and maintain efficient, scalable operations. The first 6–12 months should establish reliable People operations, a workforce plan linked to business and financial priorities, clear roles and management expectations, an effective hiring approach, consistent performance and development practices, and sound management of compensation, benefits, workforce costs, and People controls. The Director is expected to become a trusted advisor to the CEO and leadership team and an accessible People leader throughout the organization.

Requirements

Progressive People/HR leadership experience with broad employee-lifecycle ownership in a small or mid-sized business.
Ability to connect business strategy with organization design, workforce planning, talent, capability, and People investment.
Hands-on experience with People operations, including HRIS, payroll and benefits, compliance, employee relations, onboarding/offboarding, and recruiting.
Ability to build practical, high-leverage People solutions using a resourceful, hands-on approach, technology, and external partners while avoiding unnecessary complexity.
Demonstrated success advising senior executives while independently driving execution.
Strong judgment and experience in talent acquisition, performance management, learning and development, employee relations, organization design, compensation, and People risk.
Track record of improving manager capability, accountability, employee experience, and culture without over-engineering solutions.

Nice To Haves

Experience in a founder-led, entrepreneurial, or lean SMB environment.
Experience supporting distribution, e-commerce, warehouse/fulfillment, technology-enabled operations, or a business with both frontline and professional employees.
Experience building People infrastructure during organizational growth or transformation.
Experience with Paycor or a comparable HCM/payroll platform.
Experience supporting or managing globally distributed contractors and navigating People considerations for an international contractor workforce.
Strong knowledge of employment law and HR compliance, including judgment to identify legal risk and engage employment counsel or specialized expertise when appropriate.
Practical experience using automation and AI to improve People operations and reduce administrative work.

Responsibilities

Partner with the CEO and leadership team to translate business priorities into workforce, organization, capability, and talent strategies.
Lead the People & Culture lifecycle for U.S. employees and globally distributed contractors.
Own People operations, including HRIS/Paycor, payroll coordination and controls, benefits, employee records, policies, compliance, and employee lifecycle processes.
Build scalable People infrastructure and determine what should be managed internally, automated, outsourced, or delegated.
Lead organization design and workforce planning, clarifying roles, accountability, capacity, decision rights, and future talent needs.
Own talent acquisition and workforce capability, including recruiting strategy, critical hiring, selection, onboarding, development, succession, and continuity for critical roles.
Develop a practical approach to performance management, feedback, development, recognition, and accountability.
Coach leaders and managers on performance, leadership, organizational, and employee challenges.
Manage employee relations and People risk, including investigations, performance concerns, separations, compliance, and sensitive employee matters.
Strengthen company culture and employee experience through clear expectations, communication, connection, and accountability.
Partner with Finance on compensation, benefits, workforce costs, headcount planning, and People controls.
Use workforce data, systems, automation, and AI to improve decision-making and efficiency.