Human Resources Director (PH)

Pronghorn•Alpharetta, GA

14d•$130,000 - $150,000

About The Position

The Human Resources Director will lead and mature the HR function across a portfolio of three affiliated departments in a high-growth, founder-led environment. This role blends strategic leadership, hands-on HR operations, and close executive partnership in a setting where the business is still building while running. You will own the full HR lifecycle—from strategy and workforce planning to compliance, training, systems, and reporting—while navigating shifting priorities and evolving structures typical of a start-up/scale-up environment.

Requirements

7–10+ years of progressive HR experience, including 3–5+ years in an HR leadership / Director-level role.
Demonstrated experience supporting multiple business units or entities at once.
Significant experience in a start-up or high-growth environment (building processes, adjusting to change, operating with lean resources).
Hands-on, advanced experience working in Rippling (HRIS/payroll/HR ops) – required.
Experience presenting HR data, risks, and recommendations to executives and/or boards.
Strong knowledge of HR compliance and employment law.
Proven track record designing and implementing HR processes, policies, and frameworks.

Responsibilities

Strategic HR & Executive / Board Partnership Serve as the primary HR leader, aligning people strategy with business goals across all three entities.
Prepare and deliver HR reports and dashboards for executive and, where applicable, board-level review (headcount, turnover, KPIs, risks).
Partner with senior leadership on org design, workforce evaluation, and future-state talent planning.
Translate business strategy into clear HR priorities, roadmaps, and measurable outcomes.
Start-Up & Multi-Entity HR Leadership Operate confidently in a lean, fast-moving, start-up environment with evolving priorities and limited legacy structure.
Build and refine HR processes that work across multiple organizations while adapting to each entity’s stage and needs.
Lead change management: communicate clearly, reset expectations, and support leaders through organizational shifts and ambiguity.
Comfortably “wear multiple hats” — strategic partner, builder, operator, and advisor.
HR Operations, Compliance & Process Design Own HR compliance across all entities: policies, handbooks, employment law, documentation, and risk mitigation.
Develop, implement, and continuously improve core HR processes (onboarding, offboarding, performance, investigations, leaves, employee relations).
Ensure all HR practices comply with federal, state, and local regulations.
Maintain organized, audit-ready files and documentation.
Talent, Training & Workforce Development Partner with leadership to evaluate workforce needs, talent gaps, and succession risks.
Support leaders with performance management, goal/KPI-setting, and feedback frameworks.
Identify training needs and build or coordinate learning, leadership, and compliance training programs.
Coach managers on performance, employee relations, and day-to-day people leadership in a high-expectation environment.
Executive & Leadership Team Partnership Act as a trusted advisor to executives and senior leaders.
Support team growth and structure across the portfolio (new roles, restructures, workforce plans).
Facilitate alignment on people priorities, organizational changes, and communication plans.
Systems & Data Own and operate Rippling as the core HR platform (HRIS, payroll, workflows) across the portfolio.
Build and maintain Rippling workflows, approvals, and reporting, ensuring data integrity.
Use HR data to track and report on key HR metrics and KPIs (e.g., headcount, turnover trends, time-to-fill).
Partner with Finance/Operations on HR data for planning and budgeting.