POSITION SUMMARY
The Director of Human Resources is the Company’s senior-most HR leader reporting directly to the Chief of Staff. The Director of Human Resources is a strategic, hands-on leader who partners with other executive leadership to align people strategy with ProCaps’ business objectives. This role oversees HR across both our corporate functions and full manufacturing operations, and thrives in a founder-led, fast-moving environment that requires change management and building infrastructure and scalable people practices rather than inheriting mature systems.
The Director owns core HR functions — employee relations, talent acquisition, compensation, benefits, payroll, HR systems, and policy administration — while staying actively involved in organizational planning, leadership development, and complex employee matters. The successful candidate moves comfortably between strategic discussions and hands-on execution.
Key Leadership Competencies:
Commercially minded business partner, translates business strategy into workforce priorities and speaks the language of operations and financial results
Trusted advisor who coaches and constructively challenges leaders, and handles sensitive matters with discretion
Strong employment law knowledge and sound judgment in ambiguous or high-exposure situations
Performance management and organizational effectiveness expertise
Data-driven and execution-focused; builds internal HR capability rather than defaulting to outsourced solutions
Credible on a plant floor and in a boardroom, with equal comfort in both
Requirements
JOB QUALIFICATIONS AND REQUIREMENTS
Bachelor’s degree in Human Resources, Business Administration, or related field required; advanced degree preferred
10+ years of progressive HR experience, including 5+ years in HR leadership within manufacturing, consumer products, nutraceuticals, or another regulated environment
Proven track record as a strategic HR business partner with hands-on execution across employee relations, compensation, benefits, payroll, talent acquisition, and performance management
Strong knowledge of federal, state, and local employment law; experience leading workplace investigations, corrective actions, and separations
Experience building organizational structures, workforce plans, and leadership development programs to support growth and change
Proficiency with HRIS, payroll, ATS, and related HR technology; SHRM-SCP, SPHR, SHRM-CP, or PHR strongly preferred
Experience supporting multi-site operations, including harmonizing pay practices, benefits, and policy across locations
Working knowledge of wage and hour administration in a multi-shift, non-exempt production environment, FLSA classification, timekeeping, overtime, and shift differentials
Experience managing workers’ compensation, leave administration (FMLA, ADA, state leaves), and return-to-work programs in a manufacturing setting
Ability to balance strategic thinking with a hands-on, roll-up-your-sleeves approach in a fast-paced environment
OTHER ESSENTIAL JOB DUTIES AND RESPONSIBILITIES
HR Strategy, Workforce Planning, and Analytics
Serve as strategic HR partner to executive and department leadership, translating business priorities into practical people strategy across corporate and manufacturing functions — leading workforce planning, staffing needs, and succession/talent pipelines, and balancing external recruiting with internal development.
Provide HR leadership through growth, restructuring, and leadership transitions, assessing organizational implications and leading change management to address workforce impact, resistance, and role changes.
Build HR programs and processes designed to scale with the organization, supporting integration and cultural alignment across departments, facilities, and locations.
Establish HR metrics and reporting — turnover, retention, recruiting effectiveness, headcount, labor costs, employee relations activity — that give leadership visibility into…