hr leader

La myan beauty salon

Key Responsibilities:<ul><li>Manage full recruitment cycle (sourcing, interviews, evaluation, hiring)</li><li>Monitor staff performance and implement improvement plans</li><li>Prepare monthly performance and sales reports for each employee</li><li>Enhance workplace environment and employee satisfaction</li><li>Enforce company policies and ensure discipline</li><li>Handle staff and client issues professionally</li><li>Train new employees and elevate team performance</li><li>Reduce staff turnover and build a stable, committed team</li></ul>Requirements:<ul><li>Previous experience in HR (preferably in salons or beauty industry)</li><li>Strong leadership personality with a firm approach</li><li>Excellent communication and persuasion skills</li><li>Ability to analyze performance and make data-driven decisions</li><li>High level of commitment and professionalism</li></ul>Benefits:<ul><li>Fixed salary + performance-based incentives</li><li>Professional and supportive work environment</li><li>Real opportunity for growth and career advancement</li><li>A key leadership role with direct impact on business success</li><li>Location:</li></ul>Al Ain, UAETo Apply:Please send your CV via WhatsApp or emailJob Type: Full-timePay: From AED3,000.00 per monthWork Location: In person

We’re Hiring a Strong HR Leader – Luxury Ladies Salon | Al Ain

XNRGY Climate Systems

<div><div><h2 class="jobSectionHeader">Location</h2>
Mesa
</div><div><h2 class="jobSectionHeader">Address</h2>
9019 E Technology Ave, Mesa, Arizona, 85212
</div><div><h2 class="jobSectionHeader">Employment Type</h2>
Full time
</div><div><h2 class="jobSectionHeader">Location Type</h2>
On-site
</div><div><h2 class="jobSectionHeader">Department</h2>
Human Resources</div></div>
 <div><div>Senior HR Business Partner, Field Service Operations
Location: Mesa, Arizona
Reports to: Vice President, Human Resources
Company Overview:
XNRGY is on track to become the fastest U.S. industrial manufacturing company to reach $1B in revenue.
XNRGY Climate Solutions is a leading North American provider of sustainable design and advanced manufacturing for custom air handling (CRAH) and liquid cooling systems (Chillers). Operating from Mesa, Arizona and Montreal, Canada, XNRGY is in a period of rapid growth, having launched two advanced manufacturing facilities in under a year to meet rising demand for energy‑efficient HVAC solutions supporting AI and data center infrastructure.
What Makes This Role Different
This is not a traditional HRBP role.
XNRGY is undergoing rapid growth across Advanced Manufacturing and the buildout of a nationwide Field Service organization that does not yet exist in its final form. This role sits squarely at the center of that growth. This HR Leader will help plan, build, and execute that service organization from the ground up, partnering closely with executive operational leaders to turn strategy into reality.
The HR Leader will play a visible, hands‑on leadership role in shaping the workforce, building scalable people systems, and ensuring the Service organization grows intelligently&mdash;not just quickly. This role is designed for someone who thrives in environments where the business evolves weekly, stays close to the work and the leaders, and is comfortable getting their hands dirty in the field or on the floor.
This role is designed for a true builder:
<ul><li>You operate as a true co‑manager to the business&mdash;while you don&rsquo;t own the P&amp;L, you fully own the people agenda</li></ul>
<ul><li>You own your desk&mdash;this is not a task‑driven HRBP role.</li></ul>
<ul><li>You engage directly with the field service teams and leaders across the organization to drive outcomes.</li></ul>
<ul><li>You enjoy managing large, complex, hourly workforces across multiple layers of the organization.</li></ul>
<ul><li>You thrive in ambiguity, touching a variety of things&mdash;sometimes creating, sometimes owning, and other times contributing.</li></ul>
<ul><li>You are energized by building, scaling, and improving organizations in motion.</li></ul>
Critically, this role is about plan + build + execute. You are not inheriting a mature service organization&mdash;you are helping design it. That reality intentionally self‑selects true builders over comfort‑seekers, anchors the role as career‑defining, and sets clear expectations around ownership, ambiguity, and execution from day one.
Key Responsibilities:
HR Leadership &amp; Business Partnership
<ul><li>Act as a trusted advisor and thought partner to field leaders, HR leadership, and other cross‑functional teams.</li></ul>
<ul><li>Deeply understand the business: how work gets done, what drives productivity, and where people constraints limit growth.</li></ul>
<ul><li>Bring a &ldquo;my business&rdquo; mindset&mdash;treating engagement, culture, and talent outcomes as personal deliverables.</li></ul>
Workforce Planning &amp; Organizational Design
<ul><li>Lead workforce planning for a growing, nationwide service organization and manufacturing operation.</li></ul>
<ul><li>Anticipate talent needs business‑wide and actively shape structure, roles, and capability.</li></ul>
<ul><li>Help &ldquo;move the chess pieces&rdquo; as the organization evolves&mdash;right people, right roles, right timing.</li></ul>
Performance, Growth &amp; Succession
<ul><li>Own performance management practices for the business.</li></ul>
<ul><li>Partner with leaders on talent assessment, calibration, and succession planning.</li></ul>
<ul><li>Elevate leadership capability through coaching and practical development initiatives.</li></ul>
People Infrastructure &amp; HR Projects
You will own or contribute to a rotating mix of people initiatives and projects, including:
<ul><li>Process improvement and operational effectiveness</li></ul>
<ul><li>Learning &amp; development programs</li></ul>
<ul><li>Onboarding design and execution (not recruiting)</li></ul>
<ul><li>HR program rollouts tied directly to business outcomes</li></ul>
<ul><li>Scaling systems and structure as the organization grows</li></ul>
Note: Traditional ER case management is minimal; a formal ER practice does not exist today. This role focuses on prevention, leadership capability, and smart people design rather than reactive casework.
Compensation &amp; Benefits Partnership
<ul><li>Serve as a strong thought partner on compensation and benefits.</li></ul>
<ul><li>Leverage external expertise where appropriate, while ensuring solutions align with the business and workforce makeup.</li></ul>
Culture, Engagement &amp; Change
<ul><li>Build a culture where people are proud of the work and engaged in the mission.</li></ul>
<ul><li>Lead change initiatives with credibility and visibility.</li></ul>
<ul><li>Be highly present on the floor, in the field, with leaders, and in the business.</li></ul>
First 12 Months &ndash; Success Looks Like
Learn
<ul><li>Develop a deep, practical understanding of XNRGY&rsquo;s operations, service model, and manufacturing environment.</li></ul>
<ul><li>Build credibility with leaders through presence, insight, and follow‑through.</li></ul>
Build &amp; Scale
<ul><li>Support hypergrowth in 2026 and beyond by building scalable people infrastructure.</li></ul>
<ul><li>Assess talent against future‑state needs; identify strengths and gaps.</li></ul>
<ul><li>Implement talent and performance strategies that raise the bar across the organization.</li></ul>
Ideal Candidate Profile
This role is designed for an HR Leader who has operated inside the business, not adjacent to it.
Experience
<ul><li>5+ years in progressively responsible HR leadership roles.</li></ul>
<ul><li>Strong preference for experience in field service, manufacturing, plant operations, or production environments.</li></ul>
<ul><li>Hands‑on experience supporting hourly workforces.</li></ul>
<ul><li>Background running or supporting a facility, region, or operation is highly valued.</li></ul>
<ul><li>Experience scaling or transforming a business or business unit.</li></ul>
<ul><li>Bachelor&rsquo;s degree required; Master&rsquo;s or CRHA a plus.</li></ul>
<ul><li>Proven track record in talent management, leadership development, and employee engagement.</li></ul>
<ul><li>Excellent communication, problem‑solving, and relationship‑building skills.</li></ul>
Personal &amp; Leadership Competencies
<ul><li>Operator Mindset: Thinks like a business leader; practical, decisive, and grounded.</li></ul>
<ul><li>Execution‑Oriented: Delivers real outcomes, not just frameworks.</li></ul>
<ul><li>Comfortable with Scale: Enjoys large groups and complex organizations.</li></ul>
<ul><li>Change Leader: Can influence, guide, and stabilize teams through growth.</li></ul>
<ul><li>Relationship Builder: Builds trust across levels&mdash;from the shop floor to senior leadership.</li></ul>
<ul><li>Ownership Mentality: Takes pride in the business and owns results.</li></ul></div></div>

Senior HR Business Partner

Break Time Corner Market

Role Summary: Strategic HR leader responsible for driving people initiatives aligned with global business objectives. Partners with leadership to build high-performance culture, scalable HR frameworks, and talent strategies across markets.Key Responsibilities:<ul><li>Lead end-to-end HR strategy aligned with business goals</li><li>Oversee talent acquisition, onboarding, and workforce planning</li><li>Drive performance management and employee development programs</li><li>Implement HR policies, compliance, and best practices</li><li>Manage compensation, benefits, and rewards frameworks</li><li>Handle employee relations, conflict resolution, and engagement initiatives</li><li>Support leadership with HR analytics and decision-making insights</li><li>Lead organizational development and change management initiatives</li><li>Ensure compliance with labor laws and regulatory requirements</li><li>Mentor and manage the HR team</li></ul>Requirements:<ul><li>Bachelor&rsquo;s/Master&rsquo;s degree in HR, Business Administration, or related field</li><li>8&ndash;12+ years of HR experience, with leadership exposure</li><li>Strong knowledge of HR practices, labor laws, and compliance</li><li>Proven experience in strategic HR business partnering</li><li>Excellent communication, leadership, and problem-solving skills</li><li>Experience with HRIS and data-driven HR decision-making</li></ul>Preferred Skills:<ul><li>CHRP/CIPD or relevant HR certification</li><li>Experience in digital HR transformation or HR analytics</li><li>Strong stakeholder management and influencing skills</li></ul>If you want, I can tailor this JD specifically for Pakistan market, tech industry, or MNC-level roles.MNC level role with 2 liner role summary on topHere&rsquo;s a refined MNC-level JD with a sharp 2-line summary on top:Job Title: Senior Manager &ndash; Human ResourcesRole Summary: Strategic HR leader responsible for driving people initiatives aligned with global business objectives. Partners with leadership to build high-performance culture, scalable HR frameworks, and talent strategies across markets.Key Responsibilities:<ul><li>Partner with senior leadership to align HR strategy with regional and global business goals</li><li>Lead talent acquisition, succession planning, and leadership development initiatives</li><li>Drive performance management, employee engagement, and organizational effectiveness</li><li>Implement global HR policies, governance frameworks, and compliance standards</li><li>Oversee compensation, benefits, and benchmarking aligned with market competitiveness</li><li>Lead change management and transformation initiatives across business units</li><li>Utilize HR analytics and dashboards for data-driven decision making</li><li>Manage employee relations, ensuring a positive and compliant workplace culture</li><li>Collaborate with global HR teams on cross-border initiatives and best practices</li><li>Build and mentor high-performing HR teams</li></ul>Requirements:<ul><li>Master&rsquo;s degree in HR, Business Administration, or related discipline</li><li>10&ndash;15 years of progressive HR experience, preferably in multinational organizations</li><li>Strong exposure to global HR practices and matrix structures</li><li>In-depth knowledge of labor laws, compliance, and governance frameworks</li><li>Demonstrated experience in strategic HR business partnering</li><li>Excellent stakeholder management and influencing skills at senior levels</li><li>Strong analytical mindset with experience in HR metrics and reporting</li></ul>Preferred Qualifications:<ul><li>International certifications (e.g., CHRP, CIPD, SHRM)</li><li>Experience in HR digital transformation and HRIS implementation</li><li>Exposure to multi-country workforce managemen</li></ul>Job Type: Full-timePay: Up to Rs250,000.00 per monthApplication Question(s):<ul><li>Will you be able to work in night shift?</li></ul>Education:<ul><li>Master's (Required)</li></ul>Language:<ul><li>English (Required)</li></ul>Work Location: In person

Senior Manager - HR

Ultimate Peaks Talent & Strategy

<div>
 
 Overview
 
 
 
 A large-scale, high-growth organization in Saudi Arabia (6,000+ employees) is entering a critical phase of transformation.
 
 
 The business has scaled rapidly and is now prioritizing
 
 organizational control, governance, and people effectiveness
 
 . This role is not a traditional HR leadership position &mdash; it is a
 
 turnaround and stabilization mandate
 
 at the core of the business.
 
 
 The successful candidate will be tasked with restoring structure, accountability, and performance across the organization, while building the foundation for future group-level capability.
 
 
 
 Key Responsibilities
 
 
 
 
 
 The Mandate
 
 
 
 
 This role carries a
 
 clear and immediate priority
 
 :
 
 
 
 Fix the organization. Stabilize it. Then build for scale.
 
 
 
 Key focus areas include:
 
 
 <ul>
 <li>
 Establishing strong HR governance and authority frameworks
 </li>
 <li>
 Regaining control over hiring, approvals, and decision rights
 </li>
 <li>
 Addressing talent disengagement and retention risks
 </li>
 <li>
 Enforcing organizational discipline and accountability
 </li>
 <li>
 Activating and embedding HR systems (ERP) and processes
 </li>
 <li>
 Partnering with leadership to ensure clarity of structure and reporting lines
 </li>
 <li>
 Supporting operational leaders in transitioning from informal to structured execution
 
 
 </li>
 </ul>
 
 
 Key Challenges
 
 
 
 
 The environment is complex and requires a leader who can operate under pressure:
 
 
 <ul>
 <li>
 Rapid growth without matching governance maturity
 </li>
 <li>
 Inconsistent hiring practices and approval structures
 </li>
 <li>
 Talent frustration due to lack of empowerment and clarity
 </li>
 <li>
 Underutilized systems and manual HR processes
 </li>
 <li>
 Functions operating beyond defined authority limits
 
 
 </li>
 </ul>
 This is a
 
 hands-on leadership role
 
 , not a purely strategic or policy-driven position.
 
 
 
 
 Group HR Strategy &amp; Governance
 
 
 
 
 <ul>
 <li>
 Define and implement the group-wide HR strategy aligned with business objectives
 </li>
 <li>
 Establish HR governance frameworks across all subsidiaries
 </li>
 <li>
 Standardize core HR policies, while allowing flexibility for business units
 
 
 </li>
 </ul>
 
 
 Organizational Design &amp; Workforce Planning
 
 
 
 
 <ul>
 <li>
 Design and optimize organizational structures across the group
 </li>
 <li>
 Lead workforce planning and headcount strategy
 </li>
 <li>
 Ensure alignment between business strategy and organizational capability
 
 
 </li>
 </ul>
 
 
 Leadership &amp; Talent Management
 
 
 
 
 <ul>
 <li>
 Build and implement leadership development frameworks
 </li>
 <li>
 Oversee succession planning for critical roles
 </li>
 <li>
 Partner with executives on talent decisions at senior levels
 
 
 </li>
 </ul>
 
 
 Performance &amp; Culture
 
 
 
 
 <ul>
 <li>
 Establish a group-wide performance management system
 </li>
 <li>
 Drive accountability, productivity, and performance culture
 </li>
 <li>
 Align culture across companies while respecting business differences
 
 
 </li>
 </ul>
 
 Compensation &amp; Rewards
 
 
 
 <ul>
 <li>
 Design and implement compensation and grading structures
 </li>
 <li>
 Ensure internal equity and market competitiveness
 </li>
 <li>
 Oversee incentives, bonus structures, and executive compensation frameworks
 
 
 </li>
 </ul>
 
 
 HR Operations &amp; Systems
 
 
 
 
 <ul>
 <li>
 Oversee HR operations across the group
 </li>
 <li>
 Ensure efficient HR systems, reporting, and data-driven decision-making
 </li>
 <li>
 Drive HR transformation and automation initiatives
 
 
 </li>
 </ul>
 
 
 Compliance &amp; Saudization
 
 
 
 
 <ul>
 <li>
 Ensure compliance with Saudi labor laws and regulations
 </li>
 <li>
 Lead Saudization strategy across the group
 </li>
 <li>
 Maintain strong governance in HR practices
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 12-18+ years of experience in HR, with at least 5 years in a senior leadership role (CHRO)
 </li>
 <li>
 Experience in holding groups, multi-entity organizations, or complex structures
 </li>
 <li>
 Strong background in organizational design, HR governance, and transformation
 </li>
 <li>
 Proven ability to partner with C-level executives and boards
 </li>
 <li>
 Experience in Saudi Arabia is essential
 </li>
 <li>
 Strong leadership presence with the ability to influence senior stakeholders
 
 
 </li>
 </ul>
 
 Preferred Profile
 
 
 
 <ul>
 <li>
 Experience building HR functions from the ground up
 </li>
 <li>
 Exposure to logistics, operations, or large workforce environments
 </li>
 <li>
 Strong strategic thinking combined with hands-on execution
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 <ul>
 <li>
 Opportunity to shape and build the HR function at group level
 </li>
 <li>
 Direct impact on leadership, structure, and long-term growth
 </li>
 <li>
 Work closely with executive leadership on critical strategic initiatives
 </li>
 </ul>
</div>

Chief Human Resources Officer (CHRO)

Leap Brands

<div>
 
 We are partnering with a growing restaurant group seeking a Vice President of Human Resources to join their leadership team in Red Bank, NJ.
 
 
 This is a high-impact opportunity for a hands-on HR leader who enjoys building infrastructure, developing teams, and helping scale a growing organization. The role will begin as an individual contributor working closely with executive leadership, with the opportunity to build and lead an HR team as the company continues to expand.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 &bull; Lead all human resources functions across the organization including employee relations, recruiting, compliance, training, performance management, and culture initiatives
 
 
 &bull; Partner directly with executive and operations leadership to support business growth and operational execution
 
 
 &bull; Build scalable HR processes, systems, and policies to support a growing multi-unit restaurant platform
 
 
 &bull; Drive talent acquisition and retention strategies across restaurant and corporate operations
 
 
 &bull; Support leadership development and organizational planning initiatives
 
 
 &bull; Ensure compliance with all federal, state, and local labor laws and HR best practices
 
 
 &bull; Act as a strategic and operational partner to the field organization
 
 
 
 
 
 
 Qualifications:
 
 
 
 &bull; 7+ years of progressive HR leadership experience within restaurants, hospitality, retail, franchise, or multi-unit environments
 
 
 &bull; Proven experience supporting growth-oriented organizations
 
 
 &bull; Strong operational mindset with the ability to balance strategy and execution
 
 
 &bull; Comfortable working in a fast-paced, evolving environment
 
 
 &bull; Experience building teams, systems, and infrastructure preferred
 
 
 &bull; Bachelor&rsquo;s degree preferred
 
 
 
 
 
 
 Compensation:
 
 
 
 $150,000&ndash;$200,000 base salary plus additional incentives
 
 
 
</div>

Vice President Human Resources

Al Emadi Enterprises

<div>
 
 
 About Al Emadi Enterprises
 
 
 
 Al Emadi Enterprises is a leading conglomerate in Qatar with a diverse portfolio spanning real estate, facility management, luxury retail, Food and beverage, manufacturing, event management and automotive sectors.
 
 
 
 
 
 We are currently undergoing a strategic organizational restructuring to optimize our operations, centralized shared services, and drive sustainable growth. As part of this transformation, we are seeking a dynamic and experienced
 
 Human Resources Manager
 
 to lead our centralized HR &amp; Admin function.
 
 
 
 
 
 
 Role Overview
 
 
 
 The Human Resources Manager will be a key leader within our newly consolidated Centralized Functions, reporting directly to the General Manager of Al Emadi Enterprises. This role is responsible for overseeing all HR operations across a workforce of over 1000 employees, providing strategic HR support to our diverse portfolio of entities
 
 
 The ideal candidate will be instrumental in implementing a new job classification framework, establishing clear Service Level Agreements (SLAs) for HR services provided to our entities, and fostering a culture of performance, equity, and continuous development.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 Strategic HR Leadership &amp; Restructuring
 
 
 <ul>
 <li>
 Lead the HR &amp; Admin department as a centralized function supporting multiple business units.
 </li>
 <li>
 Drive the implementation of the newly established job classification and salary band framework across the organization to ensure internal equity and market competitiveness.
 </li>
 <li>
 Assist in the organizational restructuring roadmap, managing change communication and employee transitions.
 </li>
 </ul>
 
 
 Talent Acquisition &amp; Management
 
 
 <ul>
 <li>
 Oversee end-to-end recruitment processes for all divisions, ensuring the acquisition of top-tier talent for operational and leadership roles.
 </li>
 <li>
 Develop and implement comprehensive onboarding programs that align new hires with the group&rsquo;s culture and strategic objectives.
 </li>
 <li>
 Establish robust performance management systems, linking employee goals to divisional KPIs and overall business objectives.
 </li>
 </ul>
 
 
 Matrix Reporting &amp; Entity Support
 
 
 <ul>
 <li>
 Act as the functional HR authority for all centralized staff, ensuring consistent standards, career development, and best practices.
 </li>
 <li>
 Establish and monitor SLAs for HR services provided.
 </li>
 <li>
 Collaborate closely with entity General Managers to address their specific operational HR needs while maintaining group-wide policy alignment.
 </li>
 </ul>
 
 
 Employee Relations &amp; Compliance
 
 
 <ul>
 <li>
 Serve as a trusted advisor to management and employees on all HR-related matters, fostering a positive and inclusive workplace culture.
 </li>
 <li>
 Ensure full compliance with Qatar Labor Law and all relevant local regulations.
 </li>
 <li>
 Manage employee grievances, disciplinary actions, and conflict resolution with fairness and professionalism.
 </li>
 <li>
 Oversee payroll administration in coordination with the Finance department, ensuring accuracy and timeliness.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Requirements:
 
 
 <ul>
 <li>
 
 Education:
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field. A Master&rsquo;s degree or professional HR certification (e.g., CIPD, SHRM-CP/SCP) is highly preferred.
 </li>
 <li>
 
 Experience:
 
 Minimum of 8-10 years of progressive HR experience, with at least 3-5 years in a managerial role within a complex, multi-entity organization or conglomerate in the GCC region.
 </li>
 <li>
 
 Expertise:
 
 Proven track record in organizational restructuring, job grading implementation, and change management.
 </li>
 <li>
 
 Knowledge:
 
 In-depth understanding of Qatar Labor Law and local employment practices.
 </li>
 <li>
 
 Skills:
 
 Exceptional leadership, communication, and interpersonal skills. Strong analytical and problem-solving abilities.
 </li>
 <li>
 
 Language:
 
 Fluency in English is required; proficiency in Arabic is a strong advantage.
 </li>
 </ul>
 
 
 
 
 
 What We Offer
 
 
 <ul>
 <li>
 A strategic leadership role in one of Qatar&rsquo;s most prestigious and dynamic enterprise groups.
 </li>
 <li>
 The opportunity to shape the HR function and drive meaningful organizational change.
 </li>
 <li>
 A collaborative and forward-thinking work environment.
 </li>
 </ul>
 
 
</div>

Human Resources Manager

Friedman Management

<div><div><div>Director of Human Resources</div></div>
Location: Farmington Hills, MI (Hybrid flexibility available) 
Employment Type: Full‑time, Exempt 
Reports to: Executive Leadership
About the Role
Friedman Real Estate is a multidisciplinary commercial real estate firm with operations across multiple business lines, including brokerage, property and asset management, construction, and related services. Our organization supports a diverse portfolio of clients, properties, and projects, with assignments and employees across multiple states. This creates a dynamic, fast‑moving, and operationally complex environment that requires strong leadership alignment, thoughtful systems, and people‑centered practices.
We&rsquo;re seeking a Director of Human Resources who is energized by developing people, growing leaders, and strengthening an HR team while serving as a trusted conduit between HR and senior leadership. This role is ideal for an HR leader who leads with empathy, clarity, and accountability, and who believes HR&rsquo;s role is to equip leaders to lead, not to take over management responsibilities.
Our HR function continues to evolve toward a true business partner model, and this role will play a pivotal part in building team capability, leadership effectiveness, and organizational alignment as the organization grows.
What You&rsquo;ll Do
Develop and Lead the HR Team<ul><li>
Lead, coach, and develop an HR team responsible for supporting all core HR functions, including talent acquisition, performance management, learning &amp; development, compensation &amp; benefits, employee experience, compliance, HR technology, and analytics.</li><li>
Strengthen team capability by developing skills, clarifying expectations, and reinforcing consistent standards and approaches across HR disciplines.</li><li>
Create an environment where HR team members feel supported, challenged, and confident operating as advisors and partners to leaders.</li><li>
Model empathetic leadership while holding the team accountable for quality, professionalism, and follow‑through.</li></ul>
Support Managers<ul><li>
Enable managers to address employee performance, development, and challenges effectively without HR assuming ownership of people management.</li><li>
Provide leaders with guidance, tools, and perspective to help them address issues early and appropriately.</li><li>
Reinforce leadership accountability while offering thoughtful support, coaching, and partnership.</li><li>
Help leaders apply policies and practices consistently and thoughtfully, balancing clarity, fairness, and real‑world context.</li></ul>
Strengthen HR as a Strategic Partner<ul><li>
Act as a conduit between senior leadership and the HR team&mdash;translating strategy into clear direction and elevating insights from the team to leadership.</li><li>
Partner with executive and senior leaders on people strategy, organizational effectiveness, and change initiatives.</li><li>
Promote alignment across teams and lines of business while recognizing that different functions may require different approaches.</li><li>
Ensure HR strategy and priorities align with business goals, operating rhythm, and pace of growth.</li></ul>
Build Scalable HR Practices &amp; Infrastructure<ul><li>
Oversee and continuously improve HR processes, systems, and tools to support a growing and evolving organization.</li><li>
Lead HRIS strategy, administration, and optimization to ensure efficient workflows and meaningful reporting.</li><li>
Leverage HR technology, automation, and AI‑enabled tools to improve effectiveness, consistency, and the employee experience.</li><li>
Establish clear, practical processes and documentation that allow HR to scale without becoming overly complex or rigid.</li></ul>
Support Talent &amp; Organizational Growth<ul><li>
Partner with leaders and the HR team on workforce planning and recruiting for both operational and specialized roles.</li><li>
Evaluate roles, structures, and capabilities to ensure the organization has the talent needed today and as it grows.</li><li>
Support leadership and employee development initiatives that are practical, relevant, and aligned with business needs.</li></ul>
Who We&rsquo;re Looking For<ul><li>
8&ndash;12+ years of progressive HR experience, including experience leading and developing HR teams.</li><li>
Enjoys coaching, mentoring, and growing others&mdash;and sees team development as a core leadership responsibility.</li><li>
Has experience supporting leaders across multiple levels and lines of business.</li><li>
Understands how all HR disciplines work together to support leaders and the employee lifecycle.</li><li>
Leads with empathy and credibility, while remaining clear, direct, and accountable.</li><li>
Can support managers effectively without removing ownership or accountability from them.</li><li>
Is comfortable operating in a dynamic, growing environment and adapting as priorities evolve.</li></ul>
A Bachelor&rsquo;s degree is required; HR or related certifications are a plus, but not required.
What Success Looks Like<ul><li>
The HR team is confident, capable, and growing in skill and influence.</li><li>
Managers feel supported by HR&mdash;but remain accountable for leading their people.</li><li>
Leaders experience HR as aligned, practical, and human‑centered&mdash;not transactional or reactive.</li><li>
Communication between HR and leadership is clear, intentional, and consistent.</li><li>
HR systems, tools, and processes support the pace of the business while preserving empathy and trust.</li></ul>
Why This Role Is Different
This role offers the opportunity to shape how HR leads and supports, not just what HR delivers. If you enjoy building strong teams, influencing leaders, and helping organizations grow in thoughtful and intentional ways, this role offers both impact and challenge.
<h2 class="jobSectionHeader">Equal Opportunity Employer</h2>
Friedman Real Estate is an Equal Opportunity Employer. Applicants are considered without regard to race, color, religion, creed, sex, pregnancy, family responsibility, national origin or ancestry, citizenship, marital status, sexual orientation, transgender status, veteran status, genetic information, disability, or any other protected characteristic in accordance with applicable law.</div>

Director of Human Resources

Search 10000+ Hr leader jobs near you this May. New roles added regularly across leading industries. Apply today.