Director of People

CLEAR CONSTRUCTION INC•Santa Barbara, CA

2d•$130,000 - $160,000•Hybrid

About The Position

The Director of People leads the People function across Clear Group and is accountable for building the people systems, leadership practices, and organizational capabilities required to support the company’s growth and performance. This role owns People strategy, workforce planning, talent acquisition, performance management, compensation and benefits strategy, employee relations, leadership development, employment compliance, and the effectiveness of People operations. The Director of People serves as a senior advisor to the CEO and company leadership while ensuring that the People function executes consistently, accurately, and in alignment with Clear’s goals and Core Values. This role will primarily work from our Santa Barbara offices but may require occasional personnel-related visits to our Ventura office and project properties.

Requirements

Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or related field
7-10 years of experience in HR/People leadership, with at least 3 years in a strategic HR role
Strong computer skills, including use of spreadsheet, text-editing, and HRIS platforms
Proven success building and scaling HR functions in dynamic, growing organizations
Exceptional interpersonal, coaching, and communication skills
Ability to balance empathy and pragmatism in decision-making
Strong written communication, including the use of correct grammar and spelling
Ability to work under pressure and coordinate multiple activities and groups of people effectively and efficiently
Ability to encourage a positive team atmosphere and build morale to meet group commitments and goals
Propensity for organization and effective time management
Professionalism in all situations, including reacting well under pressure and following through on commitments
Commitment to high standards of quality, including an unwavering attention to detail

Nice To Haves

advanced degree or certifications (e.g., SHRM-SCP, SPHR) preferred

Responsibilities

Develop and execute a comprehensive People strategy that supports organizational growth, business performance, and Clear’s Core Values
Lead, mentor, and manage the Human Resources Manager and any future People team members; establish clear ownership, standards, and accountability for execution
Advise the CEO and company leadership on organizational structure, talent planning, succession, management effectiveness, workforce capacity, and other people-related decisions
Build and reinforce a high-performance culture grounded in Clear’s Core Values, with clear expectations, accountability, professional conduct, strong management, and consistent treatment of employees
Establish and maintain People metrics and reporting that give leadership useful visibility into headcount, recruiting, retention, performance, compensation, and other workforce trends
Own talent acquisition strategy and prioritization; ensure recruiting activity is aligned with approved headcount plans, role requirements, and business needs
Develop practical employer-branding and recruiting strategies that improve Clear’s ability to attract high-caliber talent
Own the company’s performance management framework, including goal setting, performance reviews, feedback practices, corrective action, Performance Improvement Plans, and recognition
Develop manager and employee development programs that strengthen leadership capability, technical growth, succession depth, and internal advancement
Oversee employee-facing workplace safety administration and required annual shop/office training in coordination with the leaders who own operational and field safety
Own employment-law and People compliance across Clear Group, including policies, required notices, leave practices, recordkeeping, wage-and-hour coordination, and consistent administration across entities
Own compensation philosophy and People-related benefit and leave programs; oversee accurate administration in collaboration with Finance and the Human Resources Manager
Own People-system requirements, data integrity, workflows, and HRIS effectiveness; coordinate system architecture and integrations with Administration, Finance, and other relevant leaders
Use People metrics to identify risks, capacity constraints, retention issues, recruiting bottlenecks, management gaps, and opportunities for improvement
Own the Employee Handbook and HR policy framework, including development, legal review coordination, communication standards, acknowledgement requirements, and consistent enforcement
Establish periodic internal People-compliance audits and ensure the company is prepared for external audits, claims, or compliance reviews
Create a professional, productive workplace through clear expectations, effective communication, strong management practices, and consistent application of company standards
Measure and improve employee engagement, retention, and organizational effectiveness using targeted feedback, retention data, exit information, and other relevant measures
Ensure employment practices and People decisions are fair, consistent, legally compliant, and supportive of a workplace where employees are treated professionally and evaluated against clear standards
Lead or oversee conflict resolution, workplace investigations, corrective action, terminations, and other sensitive employee matters with sound judgment, discretion, consistency, and appropriate documentation
Own the architecture and continuous improvement of People processes, including recruiting, onboarding, offboarding, performance reviews, compensation cycles, employee relations, and other employee-lifecycle workflows
Define requirements for People technology and lead selection and implementation of HRIS, payroll, timekeeping, recruiting, performance, and related tools in coordination with Administration and Finance
Continuously evaluate the effectiveness, scalability, and clarity of People processes and implement improvements that reduce risk, improve manager and employee experience, and support growth
Ensure employee files are accurate, complete, confidential, organized, and auditable
Ensure HRIS data is accurate and current, including employment status, reporting relationships, job titles, compensation, and other required employee data
Establish standards and controls for employment history, benefits, policy acknowledgements, and compliance documentation
Oversee accurate and timely payroll administration and establish clear ownership for payroll inputs, review, approval, and processing
Ensure payroll errors, benefit-deduction discrepancies, and other compensation issues are identified, corrected, communicated, and documented promptly