Director of People (Human Resources)

Rook Coffee•Tinton Falls, NJ

2d•$100,000 - $115,000•Onsite

About The Position

The Director of People at Rook Coffee is a hands-on, strategic, and highly visible leadership role responsible for owning every aspect of the human resources function across eleven retail locations and a growing production operation. Reporting directly to ownership, this role serves as the connective tissue between the corporate leadership team and the hourly workforce. The Director will build and maintain the systems, culture, and practices that support approximately 200 team members and reflect the founding commitment to making people feel special. The ideal candidate is genuinely curious about what drives people, naturally approachable, proactive by default, and invested in building something that lasts.

Requirements

5 or more years of progressive HR experience, with at least 2 years in a senior or leadership-level HR role.
Working knowledge of New Jersey employment law, I-9 compliance, and federal labor regulations.
Experience with HRIS platforms, payroll systems, and ATS tools.
Strong interpersonal skills and the ability to build trust with both hourly and salaried employees.
High level of discretion and sound judgment in sensitive situations.
Comfortable operating in a fast-paced, multi-site, operationally driven environment.

Nice To Haves

A background in psychology, organizational behavior, or a related field is preferred.
Genuine curiosity about human behavior, not just HR process.
Lever experience a plus.
PHR or SHRM-CP certification preferred but not required.

Responsibilities

Manage the full-cycle recruiting process using Lever as the ATS and Indeed Sponsored Jobs for sourcing.
Own job postings, candidate pipeline, and the interview process from first screen through offer.
Develop and maintain job descriptions for new and evolving roles across the organization.
Own the full onboarding experience including initial setup, I-9 management, handbook distribution, and new hire orientation.
Ensure every employee enters Rook with a clear understanding of who we are and what we expect.
Manage the offboarding process including exit interviews, using feedback to identify trends and surface insights that inform retention and culture strategy.
Serve as a trusted, accessible resource for employees at every level.
Own day-to-day employee concerns, facilitate conflict resolution, and ensure that people feel heard and supported.
Build an environment where issues get addressed before they escalate.
Administer biweekly payroll, 401(k) administration, and health insurance management including lookback periods.
Own HRIS reporting and ensure data integrity across the system.
Manage the full benefits function including open enrollment, vendor relationships, and ongoing benefits communication.
Ensure employees across all locations understand and can access available benefits.
Lead the performance review process and coach managers on delivering effective feedback.
Manage compensation benchmarking and adjustments.
Handle progressive discipline, performance improvement plans, and internal investigations.
Build and oversee ongoing training and development programs for both corporate and hourly team members.
Identify skill gaps across the organization and develop targeted solutions.
Own culture-building initiatives including milestone recognition (birthdays, work anniversaries), company-wide events, and Start/Stop/Continue feedback programming.
Be a visible and trusted presence across all locations and the production facility, actively reinforcing company values.
Partner with the marketing team on internal communications to ensure employees across all locations feel informed and connected.
Own how Rook shows up as an employer, shaping the narrative that attracts the right people and reflects the culture authentically in the market.
Ensure Rook remains compliant with all applicable federal and New Jersey labor laws.
Maintain required workplace notices and postings across all locations.
Manage leaves of absence in accordance with state and federal requirements.
Partner with legal counsel on employment matters, investigations, terminations, and any situation with potential legal exposure.
Maintain OSHA recordkeeping and safety programs across all locations and the production facility.
Own incident reporting and oversee workers’ compensation claims from initial filing through resolution.
Own the response process for unemployment filings, ensuring timely and accurate submissions.
Own the employee handbook as a living document, keeping it current as the organization evolves.
Develop and facilitate work-life programming, including wellness events and external life-skills resources that support team well-being.