Sr. Director, Human Resources - Revelyst Golf Technology

Revelyst Outdoor•San Diego, CA

13d•$215,000 - $235,000

About The Position

Revelyst is a collective of makers who design and manufacture performance gear and precision technologies. We are seeking a dynamic and experienced Sr. Director of Human Resources to execute the HR strategy and provide support for the Revelyst Golf Technology (RGT) Platform, which includes iconic brands such as Bushnell Golf, and Foresight Sports. Our category-defining brands are built on meticulous craftsmanship and cross-functional collaboration, driving innovation and redefining what’s possible in the RGTs. In this key leadership role, the Sr. Director of Human Resources will be responsible for executing HR initiatives that align with the business objectives and long-term vision of the RGT platform. This individual will serve as a key partner to the platform’s leadership team, providing guidance on headcount and resource management, organizational design, talent management, employee engagement, and workforce planning. The Director will champion a people-first culture while driving performance and growth across the platform. This position reports to the Chief Human Resources Officer and isbased in San Diego, with plan to relocate our to our new state-of-the-art headquarters in Carlsbad later this year.

Requirements

Minimum of 8 years of progressive HR experience in HR business partnering or generalist roles supporting dynamic business units.
Deep understanding of employment laws, compliance requirements, and HR best practices, ability to stay abreast of changes across the HR landscape.
Demonstrated ability to lead, influence, and build strong relationships across all levels of the organization.
Exceptional communication, interpersonal, and organizational skills.
Strong analytical skills with experience using HR data to drive decisions.
Excellent communication and relationship-building abilities.
Familiarity with digital HR platforms and self-service tools.
Experience in performance management, recruitment, onboarding, and benefits coordination.

Responsibilities

Strategic Partnership & Workforce Planning Collaborate with department leaders to forecast hiring needs and manage the headcount cost envelope.
Act as a strategic thought partner to the RGT Performance Leadership Team, providing insights from the HR Dashboard, including attrition, employee sentiment, and productivity.
Partner with Compensation to conduct job analyses and provide market data for position classification that fits within the job architecture framework.
Data-Driven Decision Making Leverage data and insights from People Analytics and People Operations to guide workforce decisions.
Monitor key HR metrics to inform talent strategies and organizational effectiveness.
Employee Experience & Enablement Champion a digital-first, self-serve environment where employees can access information and resources seamlessly.
Oversee onboarding processes to ensure a smooth, engaging, and “radically hospitable” experience for new hires.
Talent Acquisition & Performance Management Partner with TA team to support recruitment efforts including job postings, candidate screening, interviews, and hiring coordination.
Guide performance management processes including goal setting, continuous feedback, and employee evaluations.
Total Rewards & Benefits Collaboration Partner with the Benefits team to support enrollment, respond to employee inquiries, and coordinate open enrollment.
Collaborate with Compensation to ensure equitable and competitive pay practices.
Develop and implement HR strategies aligned with the company’s mission, values, and business goals.
Serve as a strategic advisor to senior leadership on organizational and workforce matters.
Foster a positive, inclusive, and high-performance workplace culture.
Support managers in goal setting, coaching, and feedback delivery.
Ensure compliance with local labor laws and internal policies.
Maintain accurate HR records for audits, reporting, and regulatory compliance.
Monitor and report on HR metrics (e.g., turnover, attendance) to inform decision-making and workforce planning.
Contribute to initiatives that enhance employee engagement, retention, and performance.
Participate in cross-functional HR projects that support business objectives.
Leverage HR systems and data to drive strategic insights and continuous improvement.