CONFIDENTIAL EXECUTIVE SEARCH
Location: Remote (EST or CST Preferred)
Head of Human Resources
About Our Client
Our client is a rapidly growing, purpose-driven organization in the sustainable food and agriculture sector. They are committed to the highest standards of social and environmental performance while experiencing significant expansion across multiple states. The company operates at the intersection of innovation and stewardship, continuously evolving their business model to deepen their commitment to sustainability, animal welfare, and responsible production practices.
Recent strategic initiatives include vertical integration efforts, state-of-the-art facility development, and expansion into complementary product lines—all while maintaining unwavering dedication to their core values of respect, accountability, and doing good business.
Position Overview
We are conducting a confidential search for a Head of Human Resources who will serve as both strategic leader and hands-on practitioner in shaping organizational culture, managing talent, and ensuring compliance across a geographically dispersed workforce. This is a roll-up-your-sleeves position requiring someone who can build HR infrastructure from the ground up, personally execute core HR functions, and provide leadership to HR Managers while reporting to the SVP of Organizational Development.
This role demands an HR leader who is equally comfortable drafting policy, conducting investigations, processing benefits enrollment, building compensation structures, and facilitating training sessions. You will be the architect and executor of the company's people strategy during a critical growth phase.
Key Responsibilities
Compliance & Legal Foundation (Hands-On Execution Required)
• Research, draft, and personally implement policies ensuring compliance with federal, state, and local employment laws across multiple jurisdictions
• Monitor regulatory changes and update policies accordingly—you are the one reading the regulations, interpreting implications, and making necessary modifications
• Maintain current knowledge of HR trends and employment law; translate complex regulations into clear, actionable guidance for leadership and employees
Employee Lifecycle Management (Direct Execution)
• Personally administer benefits and leave programs, respond to employee questions, and resolve issues with carriers
• Conduct employee investigations, disciplinary meetings, and performance discussions—not just oversee them
• Design and execute onboarding and offboarding processes; personally conduct new hire orientations and exit interviews
• Build and manage talent acquisition strategy including sourcing, interviewing, and selecting candidates for key roles
• Create and implement company-wide performance review processes, templates, and training materials
• Draft, revise, and update employee policies and the employee handbook as the organization evolves
• Collaborate directly with managers on workforce planning, role design, and staffing decisions
Total Rewards Strategy (Build It Yourself)
• Design compensation structures using market data analysis; create salary ranges, pay grades, and equity frameworks
• Develop objective, performance-based bonus programs with measurable criteria and clear documentation
• Lead annual benefits renewal process including conducting market research, comparing plan options, negotiating with brokers, and creating employee communication materials
• Personally manage open enrollment periods, benefits presentations, and employee question resolution
Culture & Employee Development (Active Facilitation)
• Create and personally facilitate training programs on compliance topics, leadership development, and company initiatives
• Design and implement employee engagement initiatives, surveys, and recognition programs
• Build career development frameworks, succession planning processes, and retention strategies
Strategic Analysis & Continuous Improvement
• Personally review and analyze PEO reports, HR metrics, and organizational trends to identify opportunities and risks
• Support B Corp certification efforts by developing programs and documentation in areas needing improvement
• Contribute to strategic planning initiatives with data-driven insights and recommendations