Director of People

Landpoint•Fort Worth, TX

4d•Onsite

About The Position

Landpoint is entering a new phase of growth and operational maturity. This role will help build the infrastructure, leadership capability, and cultural clarity required to scale the organization while preserving the entrepreneurial spirit that has driven the company’s success. The Director of People is a senior leadership role responsible for shaping and executing a comprehensive people strategy that attracts, develops, and retains top talent across the organization. As a trusted partner to the executive team, this individual will serve as the organizational conscience — balancing business objectives with employee advocacy, operational rigor with cultural sensitivity, and strategic vision with pragmatic execution. This is a hands-on, working director role suited for a seasoned HR professional who has held a seat at the leadership table, navigated complex organizational dynamics, and built high-performing HR functions from the ground up or through periods of growth and transformation. The ideal candidate brings deep fluency across all HR disciplines, exceptional interpersonal skills, and a demonstrated ability to build trust at every level of the organization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field, OR an equivalent combination of professional HR certifications, continuing education, and demonstrated progressive experience that reflects mastery of the discipline.
Minimum of 10–12 years of progressive People experience, including at least 4 years in a director-level or equivalent senior HR leadership role with full ownership of the People function.
Demonstrated, hands-on experience across all core HR disciplines: talent acquisition, employee relations, compensation & benefits, learning & development, People operations, and compliance.
Proven track record managing complex employee relations issues, including investigations, performance management, and terminations in a legally compliant manner.
Multi-state experience managing both salaried exempt and hourly non-exempt employee populations, with working knowledge of state-specific wage and hour laws, leave requirements, and compliance nuances.
Deep knowledge of federal and state employment laws (EEOC, FMLA, ADA, FLSA, OSHA, NLRA, etc.).
Experience in a services-based industry (professional services, consulting, staffing, healthcare services, or similar).
Strong proficiency with HRIS platforms and comfort working with HR data to produce insights and recommendations.

Nice To Haves

Experience building or significantly scaling a People function in a mid-size company (200–800 employees).
Track record of partnering with private equity or board-level stakeholders.

Responsibilities

Serve as a strategic advisor to the President and executive leadership team on all matters related to people, culture, and organizational effectiveness.
Lead change management initiatives, ensuring effective communication and employee engagement throughout periods of transformation.
Analyze and report HR metrics and trends to leadership, using data to inform decisions and demonstrate the impact of people programs.
Oversee full-cycle recruitment strategy, employer branding, and candidate experience to attract high-caliber talent in a competitive market.
Design and manage competitive total rewards programs including compensation benchmarking, benefits, and recognition frameworks.
Lead employee retention strategies, stay interviews, and exit data to identify and address attrition risks.
Serve as the primary escalation point for complex employee relations matters, conducting investigations with integrity, fairness, and thoroughness.
Mediate workplace conflicts, guiding managers and employees toward equitable resolutions that preserve relationships and uphold company values.
Partner with legal counsel to mitigate employment-related risk; ensure company practices remain compliant with applicable federal, state, and local regulations.
Champion a culture of psychological safety, inclusivity, and respect — modeling and reinforcing desired behaviors at all levels.
Design and implement performance management systems that drive accountability, growth, and differentiated recognition.
Build and oversee learning and development programs that develop leadership capability, close skills gaps, and support career advancement.
Coach and develop managers and leaders to strengthen their people management skills, including feedback delivery, difficult conversations, and team effectiveness.
Oversee People administration including HRIS, payroll coordination, benefits administration, and onboarding/offboarding processes.
Maintain, update, and enforce employee handbook, HR policies, and standard operating procedures to ensure consistency and legal compliance.
Ensure compliance with EEOC, FMLA, ADA, FLSA, OSHA, and other applicable employment regulations; manage audits and reporting obligations.
Manage and develop the People team, fostering a service-oriented, collaborative, and continuous-improvement mindset.