Human Capital Director

Cadence Solutions

21h•Remote

About The Position

The Human Capital Director is a strategic and business-minded role that drives the people strategy that enables company growth, operational excellence, and strong financial performance. This role will operate as a trusted advisor to senior leaders, aligning workforce strategy with company objectives across margin improvement, revenue growth, and market expansion. This role will lead strategic workforce planning, headcount investment strategies, talent mapping, and succession planning while helping build and sustain high-performing teams. The role also owns and progresses initiatives to deliver our people success metrics and goals for the workforce to include AI competency, performance, enablement, and otherwise preparing our workforce for the work of tomorrow. This role requires both strong business acumen and deep HR expertise. The role collaborates across the People team—including Talent Acquisition, Total Rewards, People Operations, and People Technology —to ensure our programs, processes, and investments effectively support the evolving needs of the business.

Requirements

Minimum 10 years of progressive experience in human resources business partnering and strategic human resources at a senior level.
Experience partnering with executive teams in high-growth environments; healthcare technology or technology industry experience strongly preferred.
Proven expertise in strategic workforce planning, organizational design, and talent management.
Strong financial and business acumen with the ability to link people strategy to revenue, growth, and margin outcomes.
Demonstrated success influencing senior leaders and driving organizational change.
Proven ability to influence and engage at the C-suite, leadership and management level and lead successful programs and outcomes in a matrixed organization.
Strong understanding of HR operating models and HR technologies (e.g., HRIS, ATS, AI tools).
Ability to successfully work cross functionally to bring information and communications together.
Desire to, and ability for, working hyper autonomously within a fully remote workforce.
Excellent organizational and communication skills.
Ability to connect the dots across complex, cross-functional HR initiatives.
Proficiency in using analytics and dashboards to communicate progress and insights.
Ability to translate complex strategies into clear, actionable communications.
Ability to navigate complex organizational dynamics and drive change in uncertain environments.
AI & Digital Fluency: Proficiency in prompt engineering, leveraging AI-powered content creation, and integrating no-code AI tools into daily workflows.
Data Storytelling & Predictive Analytics: Moving beyond reporting to interpret AI-generated insights, predicting talent needs, and linking employee experience directly to business financial outcomes.
Responsible AI & Ethical Oversight: Ensuring fairness, transparency, and compliance in algorithmic decisions, particularly in recruitment and performance management.
Strategic Foresight & Work Redesign: Acting as a futurist to redesign roles for human-AI collaboration, shifting from "jobs" to a "skills-based organization" model.
Change Management & Reskilling Advisor: Guiding leaders and employees through continuous technological disruption and reskilling teams to work alongside AI.
Employee Experience Design: Intentionally designing hybrid work environments that prioritize wellbeing, psychological safety, and culture in a digital-first workplace

Nice To Haves

healthcare technology or technology industry experience strongly preferred

Responsibilities

Serve as a trusted advisor to executive and senior leadership teams on organizational design, leadership effectiveness, and talent strategy.
Translate business priorities into forward-looking people strategies that enable achievement of revenue, growth, and margin goals.
Provide data-driven insights to guide strategic workforce decisions.
Lead annual and long-range workforce planning in partnership with finance and executive leadership.
Develop headcount investment strategies aligned with growth plans, productivity targets, and financial goals.
Partner with leaders to identify capability gaps and plan talent strategies to address them.
Drive enterprise talent mapping and succession planning for critical leadership and specialized roles.
Partner with Talent Acquisition and Learning teams to ensure strong pipelines for future talent needs.
Support leadership development and readiness for key succession roles.
Partner with leadership to build high-performing teams and strengthen accountability for results.
Guide leaders through organizational design, change management, and team effectiveness initiatives.
Champion a performance-driven culture that supports innovation, operational excellence, and collaboration.
Work cross-functionally across the People team to ensure programs and processes effectively support business priorities.
Align compensation, performance management, engagement, and development initiatives with company strategy.
Ensure consistent and scalable people practices across the organization.
Leverage workforce analytics to inform decisions on hiring, retention, productivity, and organizational health.
Monitor key talent metrics and provide actionable recommendations to leadership.