HR Director

Grant Street Group

3d • $150,000 - $230,000 • Remote

About The Position

As HR Director, you’ll lead and grow a multi-disciplinary HR team responsible for finding, supporting, and developing our people across the organization. You’ll own the overall HR strategy, bring structure to a growing environment, and ensure our people programs support both our long-term vision and day-to-day operations. As we continue to grow, this role will play a key part in shaping how the organization scales—strengthening our leadership infrastructure, building effective systems, and ensuring we evolve thoughtfully. A central priority will be introducing the right level of structure and rigor while preserving the culture and ways of working that have made the company successful. We value a pragmatic, low-bureaucracy approach and are looking for someone who can build for scale without over-engineering. We don’t believe that humans are a resource. Instead, we aim to be a resource for the people who work here. If you are energized by combining strategic thinking with hands-on execution, this could be the role for you.

Requirements

• 10+ years of progressive HR experience, including significant leadership responsibility in a growing organization
• Demonstrated experience scaling an HR function from a smaller company (or business unit) to a significantly larger, more complex organization
• Proven track record as a strategic HR partner to senior leaders, with the ability to influence decisions at the organizational level
• Experience working within high-growth companies is strongly preferred (e.g., board exposure, value creation planning, or rapid scaling environments)
• Broad experience across multiple HR domains (e.g., people operations, employee relations, performance management, compensation, and recruiting)
• Ability to build and improve processes that are rigorous enough for scale but flexible enough for a dynamic environment
• Demonstrated ability to scale organizations while maintaining strong, healthy cultures
• Thoughtful approach to introducing structure—knowing when to build process and when to keep things simple
• Strong judgment and discretion, especially when handling sensitive employee relations and performance matters
• Data-driven mindset, with the ability to use HR and business data to inform decisions and advise leaders
• Excellent written and verbal communication skills, including the ability to explain complex or sensitive topics clearly and directly
• Comfort working in a fully remote, highly collaborative environment across time zones

Responsibilities

• Set and lead our HR strategy
• Develop a multi-year HR roadmap aligned with company growth, organizational design, and evolving business priorities
• Translate strategy into clear goals, plans, and metrics across recruiting, HR operations, total rewards, employee relations, and development
• Partner closely with executive leadership to align people initiatives with company strategy
• Scale the HR function
• Take our HR department from “small company†to “large company†readiness—building processes, tools, and structure without losing our people-first culture
• Design and implement scalable systems, processes, and policies that support a growing, distributed organization
• Build and evolve the HR team over time to support increasing complexity and scale
• Implement and optimize HR systems, analytics, and reporting to support data-driven decision making
• Lead people operations and compliance
• Oversee HR operations, including employee data, policies, documentation, and HR ticketing/inquiry channels
• Ensure compliance with federal, state, and local employment laws across our distributed workforce, partnering with Legal as needed
• Maintain and evolve our employee handbook and HR policies
• Drive talent, performance, and development
• Partner with leaders to define role expectations, career paths, and performance standards across the company
• Guide and improve performance management processes, including feedback, reviews, and performance improvement plans
• Support managers in handling employee relations issues in a fair, consistent, and timely way
• Shape compensation and total rewards
• Partner with Finance and executive leadership on salary structures, market benchmarking, and pay practices that support growth and internal equity
• Oversee compensation review processes in partnership with leadership
• Collaborate on benefits strategy to ensure offerings remain competitive and aligned with employee and business needs
• Lead and develop the HR team
• Manage and develop HR team members, providing coaching, feedback, and growth opportunities
• Foster a culture of service, collaboration, and continuous improvement within HR and across the organization
• Serve as a trusted advisor to leadership on people-related decisions

Benefits

• Technology-rich work environment

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed