Director of Human Resources

Description

This isn’t your typical HR role. We’re three fast-growing companies in the yachting industry — Elite Marine A/C, Southern Marine Supply, and Spot Zero Reverse Osmosis—based in Fort Lauderdale, FL, and we’re looking for a high-horsepower Director of Human Resources to help us scale. We share finance and HR resources across companies, which means you’ll have a unique vantage point and outsized impact across all three businesses.

You’ll own the entire people function: shaping culture, driving performance, building the HR infrastructure, and recruiting top talent that takes us from “great small companies” to an industry-leading organization. With a combined headcount of 50 – 100 employees and aggressive growth plans, every decision you make will be felt across the organization.

If you’re a builder who gets energized by standing something up from scratch, thrives in a fast-paced environment, and can be just as polished in a boardroom as you are rolling up your sleeves—this is your role.

What You’ll Own

HR & People Strategy

• Align HR strategies directly with business goals to drive performance, engagement, and growth across all three companies.
• Collaborate with executive leadership on organizational structure, workforce planning, and succession planning.
• Drive organizational design, creating career growth pathways and structured progression frameworks that support internal leadership development.
• Lead and support the HR Generalist in implementing policies, benefits administration, and ensuring day-to-day operational excellence.
• Own the end-to-end onboarding process—from offer acceptance through the first 90 days—ensuring every new hire is set up for success with a structured, high-touch experience.
• Partner with business leaders to customize onboarding experiences and engagement initiatives that strengthen team integration, retention, and performance.
  
  

Performance Management & Compensation

• Own the annual merit and performance review cycle end-to-end—including coordination with finance on budgeted amounts, allocation by employee, manager recommendations, and annual reviews.
• Oversee and refine the Performance Improvement Plan (PIP) process, working closely with executives and leaders to support employee development.
• Design and implement performance management frameworks that drive accountability and reward top performers.
• Partner with finance to ensure compensation strategies are competitive, equitable, and aligned with business objectives.
  
  

Employee Experience & Culture

• Measure, monitor, and continuously improve the employee experience across all three companies—using surveys, feedback loops, stay interviews, and data-driven insights.
• Design and implement a stay interview program to proactively identify retention risks, uncover what keeps top performers engaged, and take action before turnover happens.
• Champion the internal customer experience—ensuring that every employee interaction with HR is responsive, solutions-oriented, and reflects a service-first mindset.
• Handle all HR issues with professionalism, empathy, and a commitment to fair, timely resolution.
• Own the end-to-end employee recognition and rewards program—design the strategy, create and manage the budget, and ensure top performers and everyday contributions are celebrated consistently across all three companies.
• Administer employee milestone programs—birthdays, work anniversaries, and other recognition moments—and manage a company-wide calendar to ensure consistent celebration across all three businesses.
• Coach and assist managers on employee touchpoints and recognition—equipping leaders with the tools and cadence to keep their teams engaged, appreciated, and motivated.
• Coordinate company-wide events including holiday parties, team-building activities, and customer-facing events that strengthen culture and reinforce our brand.
• Collaborate with executive leadership and outside resources to design, facilitate, and implement leadership training programs that build managerial capabilities.
• Champion a high-performance, people-first culture that attracts and retains top talent in a competitive industry.
  
  

Compliance & HR Operations

• Ensure full compliance with Florida labor law and all applicable employment regulations across all three entities.
• Own end-to-end benefits administration—including plan selection, open enrollment, employee benefits education, qualifying life event changes, and ongoing employee support—ensuring employees understand and maximize their benefits.
• Oversee payroll management in coordination with finance, ensuring accurate and timely processing, compliance with wage and hour laws, and resolution of any payroll discrepancies.
• Manage HRIS systems (Paylocity/Paycom) to ensure accurate record-keeping, reporting, and process efficiency.
• Manage workers’ compensation claims end-to-end—including incident reporting, carrier coordination, return-to-work programs, and ongoing claims tracking to minimize risk and control costs.
• Administer FMLA, ADA accommodations, and all leave-of-absence programs, ensuring full legal compliance while providing clear, empathetic guidance to employees and managers throughout the process.
• Develop and maintain HR policies and employee handbooks that reflect current regulations and company values.
• Serve as the primary point of contact for all employee relations matters, conducting investigations and resolving issues fairly and consistently.
  
  

Talent Acquisition & Workforce Planning

• Develop and execute forward-thinking talent acquisition strategies to attract, interview, hire, and retain top-tier talent across all three companies.
• Build end-to-end recruitment workflows—from crafting compelling job descriptions to creating role-specific interview guides and training leaders on effective interview techniques.
• Strengthen employer branding and our Employee Value Proposition (EVP) to position us as an employer of choice in the yachting industry.
• Build and maintain a pipeline of candidates for critical roles, ensuring a proactive (not reactive) approach to talent acquisition.
• Leverage data insights to continuously refine recruiting strategies and streamline hiring processes.
• Lead and develop a Talent Acquisition Associate as a direct report, building recruiting capacity as the organization grows.
  
  

Who You Are

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 8–10 years of progressive HR experience, with at least 3 years in an HR leadership role.
• Demonstrated experience building or scaling HR functions in a growing, multi-entity, or multi-site environment.
• Deep knowledge of full-cycle recruiting, talent management, performance management, and compensation planning.
• Strong understanding of Florida employment law and HR compliance requirements.
• Hands-on experience with HRIS platforms (Paylocity, Paycom, or similar).
• Proven ability to manage and develop direct reports—you’re a coach, not just a manager.
• Exceptional communication skills with the ability to influence at all levels of the organization.
  
  

What Sets You Apart

• Experience in the yachting, marine, or luxury maritime industry.
• SHRM-SCP, PHR, or SPHR certification.
• Track record of building employer brands and EVPs that measurably improved talent attraction.
• Experience implementing leadership development or management training programs.
• Comfortable operating in a lean, entrepreneurial environment where you build systems from scratch—while also being polished enough to partner with executives and high-net-worth stakeholders.
• A builder’s mindset: you see white space as opportunity, not ambiguity.